Human Resources Manager

Purpose

The Human Resources Manager is a business partner to operational leadership and is responsible for leading, implementing, and executing the organization’s HR strategy, key projects, and initiatives within the facility/group.

How you will make an impact

• HR Leadership
  • Leads the HR function for a facility, provides functional HR expertise, plans, and executes on key projects.
  • Directly manages team of HR Business Partners and associates within the facility and drives performance in the local HR teams.
  • Leverages best practices and creates a culture of collaboration within the region/group, and nationally.
  • Executes HR programs within the facility. Ensures alignment with HR processes and programs.
  • Collaborates with HR colleagues to share best practices and leverage successes across the company.
  • Supports peer networks across the company.
  • Leverages network for learning when encountering a new challenge.
  • Manages personal development following changes to company, business and/or HR strategy.
  • Participates in development of HR colleagues.
• Strategic Business Partnership
  • Balances facility/group needs with HR guidelines when making decisions.
  • Provides transparency into work.
  • Leverages a deep understanding of business needs and participates in solving business problems within the facility through the talent lens.
  • Provides coaching to leaders and individual contributors at SVP level and below, with the goal of making others successful.
  • Safeguards associate questions are promptly and courteously resolved.
  • Participates and collaborates in supervisor, management, and staff meetings.
  • Identifies metrics tracked throughout the organization. Derives insights from metrics, reports insights to business leaders, and uses those insights to solve business problems and improve processes.
• Workforce Planning and Talent Management
  • Responsible for implementing the workforce and talent agenda, creating a compelling experience that attracts the right people in a competitive market and drives enterprise productivity, in partnership with Talent Acquisition.
  • Forecasts current and future talent needs for the facility/group.
  • Maintains and updates a succession plan for front line leadership and proactively identifies next generation leaders.
  • Executes annual talent review process for the facility/group.
  • Advises leaders on effective onboarding strategies and plans to ensure successful assimilation of new hires.
  • Delivers training programs.
• Engagement & Associate Relations
  • Steadfastly serves as a steward of the company culture.
  • Affirms and monitors associate engagement on a proactive, ongoing basis.
  • Implements associate engagement surveys and action plans.
  • Identifies trends and works to systematically address disengagement issues.
  • Addresses associate concerns at local level, conducts investigations and facilitates problem resolution.
  • Provides leaders and associates with coaching and resources to help them resolve and prevent interpersonal and team conflicts and adapt to different associate and leadership styles.
  • Drives change management among leaders to ensure strategic changes that impact associates are rolled out in an engaging, well communicated, and reinforced way.
• Execution of HR Function and Programs
  • Implements HR initiatives and programs in new ways to adapt to changing associate and business needs.
  • Solicits feedback from business leaders and associates on how HR could improve implementation of HR programs.
  • Completes reports and information requests accurately and timely.
  • Executes core annual programs, such as performance objectives and goal setting, performance evaluations, compensation planning, talent assessment, succession planning, wellness, annual enrollment, etc.
  • Executes local programs for areas such as talent development, engagement, recognition, training, wellness, and labor relations.
  • Ensures HR compliance activities within facility/group, requires thorough knowledge of HR policies and procedures as well as federal and state/province laws.
  • Ensures that human resources functions, including recordkeeping, talent development, promotions, terminations, etc. are all conducted in accordance with Company procedures and applicable legal requirements.
  • Responsible for implementation of Affirmative Action Plan and goals, as applicable.

What we look for

• Education/Certification: Bachelor’s degree in business or related field
  PHR/SPHR/CHRL/CPHR Certification preferred
• Experience: 5-7 years of HR experience, or related field
• Knowledge: Human Resources techniques in the areas of talent, engagement, and workforce planning.
  Federal, state/province and local employment laws.
  Knowledge of talent acquisition techniques, including recruitment, interviewing skills, and selection.
  Understanding of compensation and benefit policies and programs, employee relations practices.
• Skills/Abilities: Excellent communication skills, written and verbal.
  Strong analytical skills.
  Supervisory skills.
  Drives for performance.
  Effective project management skills.
  Strong business acumen.
  Relationship-building skills.
  Strong problem-solving skills.
  Demonstrated change management skills.
  Good judgment is required for this position as there may be times when direct supervision may not be immediately available.

Competencies

• Developing Talent
• Critical Thinking
• Strategic Thinking/Management
• Evaluating and Implementing Ideas
• Interacting with People at Different Levels