HR Manager, Perf, Engagement & Benefits

Your Role At A Glance

The HR Manager of Performance, Engagement & Benefits is responsible for managing the team in the inception, development, and delivery of all aspects of each assigned area. In specific, the HR Manager will manage organizational change through the optimization of performance and employee relations, establishing the proper environment with the management team to enable positive performance, fostering employee engagement at all levels, and working to enhance our environment with pro-active Benefits & Services. This role is a key member of the HR management team responsible for shaping company culture and ensuring the success of our workforce.

How You’ll Drive Success

Leadership:

• Lead and mentor the team; provide instruction, coaching, and direction in the day-to-day workflow of HR. 
• Provide formal structure and guidance in the areas of focus, including change management, performance management, employee engagement and employee relations.
• Oversee the administration of the HR Budget for assigned area(s), ensuring fiscal responsibility. · Oversee the benefits administration and employee relations area, ensure the team’s delivery of high-quality HR services and benefits to all active and former employees.
• Lead HR projects and initiatives aimed at improving HR processes, enhancing employee engagement, and driving organizational effectiveness.

Change Management

• Drive, support, guide, and facilitate change initiatives. Perform diagnosis, development, implementation, and coordination of approved and agreed upon change management activities within impacted functional areas.
• Provide a proactive review of business processes and organizational structures; partner with stakeholders to align strategic HR goals within business initiatives; identify opportunities for optimal effectiveness.
• Develop Change Management strategies and plans with area leadership, ensure alignment and consensus across the organization as needed; upon approval, lead the Change Management activities forward utilizing an agile project management approach with clear communication, sponsor roadmaps, coaching, resistance management, and training activities for each project as needed.
• Acts as the bridge across the leadership team, providing leaders and stakeholders with best practices.

Performance Management

• Oversee the organizational performance management processes. Partner with stakeholders to ensure a pro-active design, implementation, and continuous improvement process is in place for the organization.
• Collaborate with stakeholders to ensure clear performance expectations are in place; deliver proper communications to all employees through the performance lifecycle; provide continuous feedback and ensure a closed-loop evaluation of employee performance is in place.
• Oversee the organizational Succession Planning & Talent Management processes; work pro-actively to review performance strategies with a mindset to enhance employee productivity and engagement.

Employee Engagement

• Maintain an open door and facilitate continuous communication with a focus on creating and sustaining a positive and inclusive work environment.
• Oversee the Employee Engagement lifecycle; review employee engagement surveys, analyze results, and develop action plans to address areas for improvement, working with the appropriate stakeholders as needed.
• Develop, communicate, and implement employee recognition programs, team-building activities, and other events with a focus on increasing morale and fostering a deeper sense of belonging.
• Analyze trends in compensation and benefits; coordinate the design and implementation of employee retention strategies, as needed, to ensure continuity and succession planning across the organization.

Employee Relations

• Establish an Open Door for both individual contributors and members of the management team.
• Provide sound advice, guidance, and counsel in matters of company policies, procedures, or employment law.
• Serve as a resource for both employees and managers when conflicts and/or disputes arise in the business.
• Conduct unbiased, through investigations when needed; fully review employee complaints, allegations of misconduct, or policy violations; interview stakeholders as needed and provide sound recommendations for formal next steps and company disciplinary actions, based on findings, when circumstances warrant.

HR Policies and Compliance

• Ensure compliance with relevant employment laws, regulations, and local geographic statutes; review policies and procedures to ensure compliance with all relevant laws on a regular basis.
• Review, revise, and update company policies and procedures to ensure best practices as well as a cont