Senior Manager, HR

As an EEO/Affirmative Action Employer, all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, or veteran status.

I. Job Summary

As a member of the HR organization. The Senior HR Manager will be tasked with providing strategic HR solutions and guidance to assigned managers with a primary focus on tactical execution and support of internal manager clients. The Senior HR Manager is responsible for supporting and ensuring the execution of initiatives that build trust, employee engagement, leadership effectiveness, leadership development and workforce efficiency for a diverse workforce in an emerging and fast paced enterprise. The Senior HR Manager will direct and control HR policies and programs to provide and maintain an effective organization which will enable the company to achieve its short and long-term goals. 

 

II. Essential Duties and Responsibilities

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Other duties may be assigned.

• Identifies and activates HR solutions that impact the company’s ability to meet business objectives. Must accurately diagnose organization issues, develop solutions and implement action plans
• Plans, manages and coordinates various HR functions and organizes and schedules all necessary resources required to accomplish activities.
• Leadership activity will include managing talent through proper succession planning programs for key contributor and management positions, learning and development programs for preparing employees for career advancement and employee development programs to enhance employee knowledge and understanding of the business of the company and the industry.
• Execute business unit/functional-level strategies to improve organizational health and culture. Lead and participate in diversity & inclusion initiatives.
• Coaches and advises managers, supporting multiple functions/departments on HR matters.
• Delivers solutions that are considered value added, measurable, directly tied to the operating unit and/or functional department level business objectives.
• Participates as a key member of functional department leadership team providing HR solutions to improve business impact.
• Proposes HR solutions and/or organizational changes at an operating unit and/or department level based upon an analysis of operational opportunities.
• Partners with appropriate Centers of Expertise (COE) to execute HR strategies, initiatives and programs to support business objectives at an Area and/or Functional level.
• Leads/manages projects and/or participates as a project member on HR initiatives as assigned.
• Hires, leads, develops, and coaches members of the HR Organization.
• Develops written and oral presentations that have high clarity and impact. Provides regular written reports as needed to business unit and/or functional department leadership.
• Serves as an advisor to management for employment related legal issues and ensures local compliance with federal, state, provincial, and local employment laws.
• Execute organizational change initiatives that support the company’s strategic business framework.
• Proactively identifies and applies new ideas to adapt to changing work demands.
• Partners with the HR Director to identify and prioritize opportunities for process improvement and new initiatives.
• Provides technical advice, knowledge, coaching and guidance to others within the human resources discipline.
• Partner with local teams to ensure ongoing recruitment outreach.
• Oversees / monitors new employee orientation to foster engagement.
• Oversees employee separation notices and related documentation and orchestrates and/or conducts exit interviews to determine reasons behind separations.
• Prepares reports and recommends procedures to reduce absenteeism and turnover.
• Oversees training on company policy, programs and other issues as they arise.
• Counsels managers on various employee and labors relation matters. Partners with COE accordingly.
• Participates in the budget process; analyzes data (year-to-date, year-over-year, to budget, to prior year, etc.)

 

III. Supervisory Responsibilities

This will include direct supervision of 1 or more full-time employees.

IV. Qualifications

The requirements listed below are representative of the qualifications necessary to perform the job.

A. Education and Experience

Education: Bachelor’s Degree (accredited); major in Industrial/Labor Relations, Human Resources Management, Psychology, or related field, or in