Human Resources Manager I

The HR Business Partner works closely with TNC management at the Regional, Divisional, Functional Department and/or Business Unit level to implement HR strategies in support of organizational objectives.  S/he will partner with other members of the People Team and collaboratively share responsibility for designing, developing and implementing HR best practices aligned with TNC strategies and goals.  The HR Business Partner is accountable for delivering relevant counsel and information for performance management strategies, workforce planning and trend analysis, recruitment and development of staff and skills in various Business Units.  S/he implements these People Team strategies to ensure consistency in support of a global, decentralized and geographically dispersed enterprise.

RESPONSIBILITIES AND SCOPE 

• Management Consulting – Provide input and assistance with structural design at OU, regional or program level, including recommendations on organization structure, job creation or elimination, and potential efficiencies.Ensure that managers have working knowledge of human resources laws, regulations, and policies.Participate in strategic planning as appropriate.
• Performance Management & Employee Relations – Consult and coach managers to assist with objective setting and regular feedback processes as well as managing the annual performance appraisal cycle.Provide consultation to managers dealing with employee performance issues, including terminations, ensuring that legal risks are considered and managed, consulting with appropriate legal staff as needed.Perform investigations as needed in consultation with Director.
• Recruitment/Orientation – Manage recruitment for key positions at both the operating unit and regional/division level, providing resources and consultation for recruitments at other levels.The HR Business Partner will directly manage recruitments for senior manager positions and will be involved in other recruitments to differing degrees based on the needs of the unit and the difficulty of the search process. S/he will assist hiring managers in identifying job-specific competencies; provide strategies for ensuring a diverse applicant pool; and build recruiting/interviewing skills of hiring managers and work with the unit to ensure effective orientation procedures are in place for all new employees.
• Job Placement & Compensation – assist hiring managers in selecting appropriate job descriptions for employees and provide guidance on salary ranges.Work with managers on an ongoing basis to assist with equity analysis, promotions, and other compensation issues.Ensure that overall salary administration practices for each operating unit follow policies and practices and are equitable and incorporate fiscally sound compensation practices.
• HR-Specific Training – Provide training to staff groups in the areas of Supervision, Performance Management, and HR-related policies.Assist with development of training materials as needed.Ensure that operating unit staff who are responsible for managing day-to-day HR transactions are trained and able to fulfill their role adequately.Work in collaboration with Learning and Development staff to identify training needs and develop plans for delivery.
• HR Program Development – Participate in HR work teams to develop and implement HR initiatives such as compensation structures; diversity programs, recruitment strategies; and staff development.Serve as a primary communicator between the HR department and managers.
• Will lead and/or participate in project teams as assigned.