Partners with GHQ Talent Strategy department to meet Regional business objectives through strategic application of talent services. Applies sophisticated business and Human Resource expertise to deploy Society Talent programs, policies, processes, and services. Provides consultation and expertise on a wide range of direct talent services to Region, including but not limited to business planning, employee relations, compensation, performance management, and learning and development.
Areas of Responsibility:
STRATEGIC BUSINESS PARTNER TO REGION
- Drives regional performance through strategic talent services, demonstrating a thorough understanding of region strategies and objectives, the competitive landscape, and current and potential future business challenges.
- Analyzes trends and metrics as they apply to Region, assists in developing proactive actions and acts upon them to further support business objectives and people strategy with a keen focus on employee engagement and retention of high performing, high potential staff and of staff in key positions.
- Collaborates with the Community Development, Distinguished Partner, Business Planning & Operations, Communications/Marketing and ACS CAN leads to ensure coordinated and interdependent achievement of region goals; leveraging community relationships to achieve income and mission goals.
- Contributes to organization design, workforce planning, organization development and organizational effectiveness strategies within the Region.
- Drives execution of diversity & inclusion plan and related activities.
- Models and fosters behavior that establishes a culture that values the staff/volunteer partnership, and is consistent with the values, goals, and objectives of the Society to create an atmosphere of trust, cooperation, accountability, empowerment, and dedication to the mission.
GLOBAL HEADQUARTERS PARTNERSHIPS
- Partners with Talent Strategy on deployment of enterprise initiatives and regional application of enterprise talent strategy,
- Partners with Talent Attraction to determine appropriate staffing levels and strategizes on recruitment efforts for assigned clients.
- Partners with Total Rewards to coordinate salary administration and incentive pay programs to ensure competitive benchmarks; makes recommendations for local market pay rate ranges and incentive plans.
- Partners with Talent Development/OD on training needs assessments for Region.
- Partners with Human Resources to plan and execute group separations.
PERFORMANCE MANAGEMENT and TALENT DEVELOPMENT
- Provides guidance to staff and managers on performance management, corrective actions, and other performance related issues.
- Offers employee advice and HR consulting to region leaders, directors, and managers.
- Manages individual involuntary exit process.
- Recommends specific professional development programs and/or skills training.
- Manages Regional succession planning process• Conducts exit interviews to determine trends and retention concerns.
- Serves to increase staff potential through development and inclusion.
EMPLOYEE POLICIES, PROCEDURES, AND COMPLIANCE
- Ensures proper communication and application of enterprise employee policies and procedures across region.
- Ensures employment actions are executed in a fair and legally sound manner, minimizing risk and negative impact to ACS.
- Serves as the first point of contact for Regional EEO, DOL and related inquiries.
Educational Background:
Bachelor's degree in Human Resources or related field, Master’s degree preferred, or equivalent combination of education and experience.
Skills/Experience:
- Human Resources professional certification (SPHR/PHR or SHRM-CP/SCP) preferred.
- Seven - ten years of Talent or HR Generalist/internal business partner consulting experience,
- Demonstrated knowledge of principles and best practices of Talent/Human Resources with expertise in employee relations, recruiting /staffing, employee engagement, policies, and legal compliance.
Demonstrates Talent Strategy Competencies:
- Balances stakeholders - Anticipates and balances the needs of multiple stakeholders.
- Optimizes work processes - Knows the most effective and efficient processes to get things done, with a focus on continuous improvement.
- Interpersonal savvy - Relates openly and comfortably with diverse groups of people.
- Values differences - Recognizes the value that different perspectives and cultures bring to an organization.
- Communicates effectively - Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences.
- Organizational savvy - Maneuvers comfortably through complex policy, process, and people-related organizational dynamics.
- Instills trust - Gains the confidence and trust of others through honesty, integrity, and authenticity.
- Situational adaptability - Adapts approach and demeanor in real time to match the shifting demands of different situations.
Other Skills:
- Strategic business management and organizational planning skills; short-and long-term operations planning skills; skill in examining and re-engineering operations and procedures, formulating policy, and developing and implementing new strategies and procedures
- Ability to build relationships, and foster a cooperative work environment with a wide range of constituencies in diverse communities; ability to build consensus and to work through others in achieving desired results and objectives
- Well-developed verbal and written communication, interpersonal and presentation skills to enable effective employee communications, presentations, and training
- Strong data/analytical skills, to set strategy, problem solve, and make decisions.
- Consistent ability to set and deliver against a work plan in a fast-paced environment, giving attention to detail even under high pressure situations
- Excellent organizational, project mgt. and computer skills; preferably Microsoft Office, Outlook, and SharePoint.
- The work environment is climate controlled and the duties of the position are considered as office work with moderate travel as determined by the manager.
- No or very limited physical effort required.
- No or very limited exposure to physical risk.
Compensation/Benefits:
We are committed to providing staff with fulfilling opportunities to learn, grow and make an impact in their local communities. We offer staff a generous paid time off policy; medical, dental and retirement benefits, and professional development programs to enhance staff skills.
Job Function:
Organization Info
Listing Stats
Post Date:
Jul 20 2018
Active Until:
Aug 20 2018
Hiring Organization:
American Cancer Society
industry:
Nonprofit