Serves as a “first point of contact” for a specified organization for employees’ HR needs. Provides thought partnership and counsel to managers. Serves as employee advocate and Human Resources Subject Matter Expert on employee relations cases. Consults with employees and managers to address root causes of human resources issues, resolves employee relations issues with a systematic approach.
In partnership with the designated Senior HR Business Partner, supports the development and execution of a people plan for the organization to address short- and long-term management issues. Develops strong business relationships with employees and managers across the client organization.
Collaborates with the client group Senior Business Partner and other HR partners (i.e. employee relations, compensation, talent development, mobility etc.). Participates in company-wide programs and initiatives (e.g., annual review, organizational change).
Employee Relations - Acts as an employee advocate and Subject Matter Expert on employee relations. Builds management capability to facilitate an open, inclusive environment that enables effective employee relations.
Specifics include:
- Implements processes to proactively identify and address employee issues.
- Proactively consults with leaders/managers regarding HR guidelines and policies and responds to employees and manager inquiries.
- Works with Human Resources partners, and when appropriate, Legal on complex employee relations matters and investigations.
- Partners with leaders/managers to ensure timely and effective feedback and performance management with employees.
- Strategizes with leaders/managers on reductions in force, conducting notification meetings and preparing appropriate documentation.
- Helps facilitate difficult conversations with employees/managers.
People and Place organizational initiatives
- In collaboration with the Senior Business Partner, partners and consults with the Director(s) in the client organization on organizational initiatives including organizational design, talent management, leadership development, team/manager effectiveness, and workforce planning.
- Collaborates with CoE (center of excellence) partners (i.e. compensation, development) to develop and implement solutions to build a high performing organization and create a work environment consistent with the foundation values and culture evolution.
- May provide feedback to CoE partners on local market practices to support the annual process work.
HR Annual Process work
- Manages human resources ROB (rhythm of the business) practices, programs and processes for the designated teams in coordination with central HR partners, including Performance Partnership, Talent Review, Employee Engagement/Manager Effectiveness survey, etc.
- Shapes, manages, implements and integrates these practices, programs, and processes to ensure they are repeatable, proactive and integrated.
- Collaboration - Works with others openly and transparently to create an environment where diverse view-points are valued, and information is shared with others for the purposes of achieving a shared client experience goal
- Implementation Excellence - Excel at delivering and continuously improving our global solutions in a seamless, consistent way that results in clients understanding changes and more effectively driving foundation impact
- Outcome Driven - Using data to drive decision making, determine the work to be done, assess changes, adapt plans, measure progress, and follow-through on getting the work done in service of the desired client experience outcome(s)
- Functional Expertise - Use functional skills and knowledge to provide solutions to our clients in a consultative manner
- Learning Agility - Ability, curiosity, and willingness to learn from experiences and failures to adapt and adopt new ways of being and thinking to further the impact of the foundation (e.g., take risks, challenge status quo, be open)
- Critical Thinking - The process of actively and skillfully conceptualizing, applying, analyzing, synthesizing, and evaluating information from multiple sources and perspectives to reach an answer or conclusion
- Systems Thinking - Understands the formal and informal intersections and interdependencies to be able to frame the problem, evaluate issues, see downstream affects, and identify future implications across the end-to-end system to help prioritize solutions
Key Technical Capabilities Required
- Experience in the successful management of employee relations activities (strong preference for prior experience as a HR Generalist or HR Assistant/Coordinator)
- General functional HR skills, both transactional and strategic
- Ability to diagnose problems and identify and drive appropriate solutions
- Project management skills
- Strong business acumen with client orientation and relationship management experience
- In depth knowledge of HR trends, best practices and regulatory issues
- Working knowledge of compensation practices
- Knowledge and application of group facilitation techniques
- Conflict management and de-escalation skills
- Demonstrated proficiency in MS office with the willingness to deepen skills in analytical tools and the ability to learn and adapt to new HRIS technology (Preference for Workday familiarity)
- Basic knowledge and some experience in organizational design principles
- Advanced degree with 5+ years of experience, or equivalent experience, International experience may be preferred