Human Resources Manager

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Would you like to join an international team working to improve the future of healthcare? Do you want to enhance the lives of millions of people? Grifols is a global healthcare company that since 1909 has been working to improve the health and well-being of people around the world. We are leaders in plasma-derived medicines and transfusion medicine and develop, produce and market innovative medicines, solutions and services in more than 110 countries and regions.

Summary

Works with Sr Leaders to resolve employee relations issues through a systematic approach.  Assists senior management in the development of solutions through cultural and process organizational development.   Provides strategic client-focused support that meets operating and long-term strategic objectives, including the following activities:  implements business unit/departmental change, provides solutions to business issues utilizing competitor/best practice data/HR tools, processes and diagnostics, confers with other HR professionals for unique solutions and systems, provides clarification of line management role in HR processes, continuously scans the organization environment to anticipate business needs and provide solutions, advocates sound principles of people management practices.

Primary Responsibilities

• Identifies group capability, strengths and gaps; partners to develop and implement plans to close competency gaps with defined action items (staffing changes, development plans).          
• Manages the salary administration, promotion, transfer, relocation, orientation, and termination of personnel within the assigned HR group and client groups; assures compliance with EEO Regulations.
• Delivers solutions in collaboration with business leaders (i.e., education around a critical topic, business process change) through multi-vehicle communication plans. 
• Prepares key business data analysis and makes recommendations to effectively communicate HR products, services and programs (benefits, compensation practices, orientation, and executive assimilation). Regularly presents and provides updates to leaders on key HR KPIs and project initiatives.   
• Evaluates the effectiveness of career paths, job ladders and job/role descriptions to ensure validity and consistency of use among client groups.  Communicates reward and retention philosophy of the organization and for the business units.
• Ensures effective application of the annual performance management program through evaluation, analysis, and feedback. Conducts regular training and provides guidance to drive yearly performance management process. Coordinates and facilitates annual calibration process with leaders.
• Plans and facilitates annual talent review process to identify critical positions, develop succession planning activities, and partner with leaders to create individual development plans and monitor progress.
• Collaborates with leaders across multiple client groups to identify strategic HR initiatives aligned with business operations and develops implementation plan.
• Conducts equity and utilization analysis of merit pay and other reward programs. Identifies compensation issues that are legitimately impacting client groups and works with the Compensation team and the manager to identify a resolution.
• Assists management in providing effective leadership development through coaching and training opportunities.
• Maintains ownership of HR business partner processes. Develops and maintains standard operating procedures (SOPs) with internal controls.
• Analyzes information, develops alternatives, makes recommendations, and implements solutions to a variety of challenges.  May leads cross functional projects on behalf of the HR organization.  

Knowledge, Skills and Abilities 

• Advanced knowledge of work environment and corporate systems.  
• Advanced knowledge of employment laws, HR market trends, and alternative approaches to HR practices (i.e., work/life policy, compensation, team facilitation, organizational development).  
• Advanced analytical, oral and written communication skills.  
• Strong critical thinking and problem solving skills, including the ability to perform root cause analysis.
• Ability to problem-solve across various environments and multiple issues.  
• Ability to work cross-functionally to support multiple client groups and leaders at all levels, providing guidance based on business needs and strategic goals.
• Ability to analyze HR data, identify solutions, implement plan and monitor progression to goal.
• Excellent communication skills including writing and facilitating presentations.
• Ability to handle concurrent projects with changing and adapting priorities.