Functional HR - Recommend, enforce, administer and maintain all company policies and procedures, including the employee handbook
- Investigate workplace safety inquires and ensure compliance by monitoring applicable federal and state requirements; handle employee relations and employment law issues
- Review, guide, and approve management recommendations for employment terminations
- Update job requirements for all positions and maintain job description database
- Oversee and manage the work of reporting Human Resources staff and encourage the ongoing development of the Human Resources staff
- Maintain professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies
Talent Management - Oversee the administration and continued improvement of the company-wide performance management program
- Provide advice and recommendations on talent management strategies and practices
- Manage the development and implementation of core competencies, talent values, and key performance measures
- Develop, initiate and maintain effective programs for workforce retention, promotion and succession planning
- Identify, implement and manage programs and strategies that foster employee retention and satisfaction
- Assist the CHRO with change management initiatives; conduct readiness assessments, job-impact analysis, and skill and capability assessments
- Conduct assessments and gap analysis on employee skills and training
Business Partner - Formulate partnerships across the HR function to deliver value-added service to management and employees
- Develop relationships and serve as a consultant to management on human resource related issues
- Partner with leadership to align recommendations and business objectives with people practices, in support of the strategic direction of the organization
- Consult with business leaders in the planning and implementation of projects and initiatives
- Provide day-to-day guidance to management on coaching, counseling, career development, disciplinary actions, improving work relationships, HR policy guidance and interpretation
- Coach and train managers in their communication, feedback, recognition, and interaction with employees
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- Bachelor’s Degree in business and/or human resources
- 5 or more years of HR experience
- Experience with employment law, organizational planning and development, employee relations, talent management and employee engagement
- Demonstrated business acumen skills and understanding of business operations
- Holds self and all others accountable, including leaders
- Ability and proven success in helping evolve organizational culture
- Delivers excellence with results and integrity
- Outstanding relationship skills and deemed as highly trustworthy
- Outstanding verbal and written communications skills
- Demonstrated ability to be collaborative, decisive and flexible; exhibits confidence and maintains composure in the face of adversity or differing opinions
- Must be highly organized with the ability to manage a large volume of detailed work
- Attention to detail in composing, typing and proofing materials; establishing priorities; and meeting deadlines
- Proficient in Microsoft Office
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