The Senior Manager, Human Resources functions as an HR Business Partner supporting teams within the US commercial organization and acts as a trusted advisor to the business. Reporting to the Executive Director, Human Resources, this role is accountable for providing proactive, strategic advice and counsel to the commercial organization relating to a range of HR matters including, but not limited to: strategic initiatives, attracting and retaining high performing talent, diversity and inclusion, culture, employee development, employee engagement, performance management, employee relations, etc. The incumbent will be expected to establish trusted relationships with leaders by truly understanding the business and it s employees.
The incumbent must be independently capable of not only addressing fundamental HR issues, but must possess experience in strategically addressing development, performance management, progressive discipline, staffing, employee relations and organizational changes.
Provide daily customer support to specified customer base regarding all employee matters. Employee matters may include employee relations issues, such as conflict resolution, performance management, legal issues (ADA, FMLA, STD, DOL), human resources investigations/interventions, training & development, employee engagement & retention, etc.
Lead the design, development & implementation of strategic HR programs and initiatives needed to support the specified customer base. Typical examples of programs and initiatives intended to enhance the functioning of the organizational entity may include: organizational development initiatives, succession planning & talent review, design and implementation of competency programs, 360 assessment initiatives, targeted selection programs, training initiatives, etc.
8 years of HR experience
Prior experience supporting a field sales organization a plus.
Proven experience in strategic application of concepts and practices within various disciplines (talent acquisition, conflict resolution, compensation, benefits, organizational design, etc.)
Capable of creating, understanding, interpreting and applying consistent application of corporate policies.
Must have proven ability to exercise sound judgment in formulating responses to employee questions/issues, understand legal implications and assess impact on organization of such actions.
Strong leadership skills
Excellent communication skills written and verbal
Proven success in managing employee expectations within an HRBP role
Ability to function in a consultative capacity with senior leadership, department managers and HR colleagues.
Possess sound knowledge of Federal, State and Local employment legislation, as well as, practical approach to applying this information on a daily basis.
Domestic travel 10 15%
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