Senior Manager, Human Resources

Company Description

About Adtalem Global Education

Adtalem Global Education is a national leader in post-secondary education and leading provider of professional talent to the healthcare industry. Adtalem educates and empowers students with the knowledge and skills to become leaders in their communities and make a lasting impact on public health, well-being and beyond. Through equitable access to education, environments that nurture student success, and a focus on expanding and diversifying the talent pipeline in healthcare, Adtalem is building a brighter future for communities and the world.

Adtalem is the parent organization of American University of the Caribbean School of Medicine, Chamberlain University, Ross University School of Medicine, Ross University School of Veterinary Medicine and Walden University.

Visit Adtalem.com for more information, and follow on Twitter and LinkedIn.
 

Job Description

Position Summary: The Senior HR Manager in Miramar, Florida is crucial in executing the people management agenda for their assigned institution/business. Working closely with the Senior Strategic HR Leader, the Senior HR Manager operates at both strategic and operational levels, serving as a critical partner to the business team. This role requires collaboration with the Home Office HR Centers of Excellence to implement various HR initiatives, driving innovation through technology and process improvement. The Senior HR Manager will lead significant change initiatives and coordinate support from critical HR Shared Services or Centers of Excellence (COEs). Additionally, this role oversees three HR Generalists on three Caribbean Islands (St. Maarten, St. Kitts, and Barbados).

Key Responsibilities:

• HR Strategy Implementation: Implement a variety of HR strategies that are practical, measurable, and tightly linked to organizational goals.
• Business Partnership: Serve as a partner to institutional HR/business leadership, identifying and executing a variety of organizational effectiveness interventions to maximize performance within the institution.
• HR Metrics and Analysis: Utilize a variety of HR metrics to assess the state of the workforce and the effectiveness of management practices; collaborate with Senior HR leadership to develop recommendations to address emerging issues.
• Engagement Survey Evaluation: Evaluate engagement survey results, consult with the management team, and recommend strategies for addressing vulnerable populations.
• Collaboration with HR Centers of Excellence: Partner with HR Centers of Excellence (talent management, talent acquisition, colleague relations, and total rewards) to execute major enterprise processes on behalf of the business.
• Performance Management and Rewards: Drive the semi-annual performance management and total rewards process. Ensure performance evaluation results are calibrated and reflective of the institution’s performance.

• Talent Acquisition Partnership: Work with managers on developing job descriptions, talent selection, and leveling of new roles.
• Compensation Guidance: Provide compensation guidance to business leaders in partnership with Total Rewards.
• Innovation in HR Practices: Bring an innovative approach to current HR practices using technology and process improvement.
• Best Practices and Innovation: Stay abreast of best practices and innovation in HR.
• Advisor to Leadership: Serve as a trusted advisor to the institution’s HR leadership.
• Business Acumen: Thoroughly understands the business of the client, the internal and external drivers of success, and the financial measures used to assess business performance.  Understands the context in which the function, department or location operates; the expectations of key stakeholders (students, leaders, colleagues, communities, investors); and the strategies that give the organization a competitive advantage.

Managerial Responsibilities:

• Team Leadership: Oversee three HR Generalists in St. Maarten, St. Kitts, and Barbados. Is an effective assessor of talent, able to articulate a leader's "performance" and "potential," and to help others do so.  Has a talent mindset and is passionate about colleague and leadership development.
• Team Development: Provide guidance, mentorship, and support to HR Generalists, ensuring their professional growth and alignment with organizational goals.
• Performance Management: