Compliance

• Oversees HRBP's with team member statuses and paperwork (active/terminated) in Ultipro as needed
• Reinforce policy and direct exceptions to appropriate leaders (exempt and PNE)
• Ensure data integrity for area in systems (titles, grades, reporting relationships, dept., and cost centers). Identify gaps and close as needed
• Ensure HRBP's Form stack documentation is completed accurately and timely
• Ensure headcount add process is followed and report out quarterly for exempt and PNE
• Engage in Job definition process, re-evaluating all with businesses, grading, re-grading existing positions
• Approval of final accommodation decisions escalated from LOA Coordinator
• Provide guidance HRBP's on Admin leave to determine business implications and make final approvals/denials
• Coach/ serve as a point of reference for Directors on forms, documents, and policies
• Develops Strategy for EEOC/PHRC response
• Find gaps in processes as needed and bring forward to find solutions
• Coach leaders with regard to mitigation of exposure/risk in people decisions; minimizing need for litigation costs in area (proper documentation and progressive discipline is consistent)
• Define SOPs as needed
• Drive Sponsorship process as needed, provide guidance
• Partner with Legal team and outside counsel as needed

Talent Acquisition

• Oversee Exempt interview process
• Attend panel interviews for exempt roles in area and provide feedback to make hiring decisions
• Oversee onboarding plans before new team member is hired and coach manager through process
• Participate in recruiting strategy meetings for area
• Follow up with recruiting on status of open roles
• Escalate sourcing issues to recruiting as needed
• Manage Human Resource Business Partner's
• Creates and submits requisitions for any new or replacement positions that have been approved
• Partner with TA team to ensure processes are most effective, brainstorm changes as needed, engage in process improvements
• Support internal job fairs and external events as needed
• Plans and gains approval for dept. contractors as needed

Organization Development

• Review disciplinary and coaching opportunities with area Directors and serves as a model of discernment
• Collaborate with talent development manager on evaluation of talent within designated area and supports development of training activities
• Work with Directors to execute on Growth, Development, PIP and Action Plans
• Drives identification of root cause for opportunity talent
• Support Team Building activities for all teams
• Attend business line meetings regularly at director level
• Participate in Performance Excellence meetings; support the development of annual SWOT
• Through metrics, understands needs of designated area and leads Human Capital improvement projects (flex scheduling, span of control, position control)
• Work with business partners to identify reporting needs and request with HR Operations as needed
• Salary planning process and performance discussion coaching with client group leaders
• Work with hiring manager to ensure onboarding plans are executed effectively
• Attend and evaluate on LDP Onboarding presentations
• Ensure proper ADKAR process is followed for assigned company-wide HR projects and communicated effectively
• Turnover goal
• HRBP scorecard metrics

People

• Drive execution of succession planning for business lines
• Proactively seek opportunities to engage team members in assigned area
• Drive actions by area for Engagement
• Drive completion of TM onboarding plans
• Drive utilization of effective Performance Management System
• Drive calibration activities for PM scoring with leaders
• Coordination of mandated EAP
• Align department with wellness initiatives / benefits
• Team Member connection- emails, touch points, birthday, lunches with team members
• Develop and drive recognition opportunities across areas
• Support strategy of Open Enrollment process
• Exempt level team member support for conflict, investigations, complaints
• 360 Survey support for team members on Development Plans
• Support Communications team with content in Weekly Touchpoint to provide area visibility
• Plan for team member retirements- meet with TM and plan accordingly: transition of work, benefits support

Team CFG

• Reinforce the core competencies, key expectations, and core values in assigned area
• Attend Leadership Alignment meeting as needed
• Drive assigned initiatives within HR team
• Coordinate weekly "one on one" meetings with HRBP's
• Participate in community efforts
• Participate in company trainings and events (giveaways, banquets, sponsored events)
• Participate in personal growth opportunities- certifications, training, conferences and cross-functional task forces as available.
• Make recommendations for improvements on HR processes

Experience

• 5 year(s): 5 to 10 years HR Managerial experience with a great attitude. Interact with others in a positive manner, understand others objectively, able to connect with others on personal level. Willingness to hear what other people are saying while remaining neutral. Establish a process for activities that lead to the implementation of systems, procedures or outcomes. Evaluate future implications of current decisions and actions. Meet schedules, deadlines, quotas, and performance goals.

Education

• Associates or better
• Related On-the-Job Experi or better in Human Resource Management

• Bachelors or better in Human Resource Management

Skills

• Time Management
• Continuous Improvement
• Verbal Skill (Eng Lang)
• Verbal Reasoning (Eng)
• Problem Solving
• Microsoft Office
• Leadership
• Integrity
• Communication (Eng Lang)
• Adaptability

Behaviors

• Leader: Inspires teammates to follow them

Motivations

• Self-Starter: Inspired to perform without outside help
• Growth Opportunities: Inspired to perform well by the chance to take on more responsibility
• Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)