Summary:

Independently, works through strategic direction to partner with the highest levels of Leadership on departmental and company initiatives. Coordinates appropriate SMEs and manages deliverables. Facilitates employee engagement, performance management and succession planning initiatives within respective client groups.

Primary Accountabilities:

1. Partner with Leadership: Serves in a consultative capacity to top-level management and Officers to facilitate the communication of HR initiatives. Coaches senior management on enhancement of leadership skills and proactively identifies staff morale and engagement issues. Conducts upper management on boarding. Acts as a liaison with HR SMEs in the areas including, but not limited to: department restructuring, talent management, training delivery, staffing and compensation.

2. Employee Engagement: Works with HR Director on enterprise-wide employee engagement initiatives. Partners with Leadership to provide insights/guidance on employee engagement results, and assists in action plan implementation.

3. Succession Planning: Design, administer and actively participate in the identification and selection of the Successors and "Hi Potential" employees. Coach executives on selection criteria/assessments and assist senior leaders in identifying gaps.

4. Performance Management: Partner with HR Director and other Human Resource leaders to create and administer the Performance Management cycle, including developing communications and implementing process. Work with respective client group Leadership to establish departmental goals. Facilitate Leadership calibration.

5. Employee Relations: Handles high-profile, highly sensitive and/or complex employee relations matters. Provides insights to Leadership regarding trends and issues.

6. Acts as a primary liaison between employees and the Payroll vendor. Responds to day-to-day inquiries from employees and ensures employees detail is up to date and accurate in the Payroll system (personnel information, job/promotion detail, compensation, etc). Administers processes related to monthly payroll cycles and additional off-cycle payments including bonuses and salary adjustments.

7. Performs a broad range of general Human Resources functions to support the day-to-day and strategic operations of the regional office, as assigned by the Regional Head of Human Resources. These functions typically include: Employee Relations, Talent Management and Training, HR Information System Management, Compensation/Benefits Administration, Corporate Social Responsibility and additional related functions.

8. Other: Trains, coaches, and mentors Employee Relations staff and may coordinate and direct their work. Provides back up to HR Director.

Minimum Qualifications:

Degree in Business, Human Resources or related field, or equivalent experience

Eight (8) years relevant work experience. HR Generalist/Business Partner experience in a related industry preferred. PHR or SPHR certification strongly preferred

Proficiency in MS Office

Proven ability to effectively self-manage deliverables/priorities as well as identifying and coordinating project components/requirements.

Experience working/communicating with senior/executive-level staff

Excellent interpersonal and communication skills required

Working Conditions / Physical Requirements:

Normal Office Working Conditions

The above statements are intended to describe the general nature and level of work being performed by individuals assigned to this job. They are not intended to be an exhaustive list of responsibilities, duties and skills.

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