As a strategic partner, aligns business objectives with employee and management in designated client groups. Serves as a consultant to management on Human Resources related issues. Act as a employee champion and change agent. Access and anticipates HR-related needs. Formulates partnerships to deliver value added service to management and employees that reflect the business objectives of the organization. Maintains and effective level of business literacy about the business units financial position, its mid-range plans, its culture and its competition. May carry out responsibilities in some or all of the following functional areas (based on business needs): staffing & recruitment, employee relations, training & development, performance management, benefits administration, employee recognition, special events, job accommodations and employee leave administration.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Consult with management providing HR guidance when appropriate.
Manage and resolve complex employee relations issues.
Conducts effective, thorough and objective investigations.
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal as needed/required.
Provides day to day performance management guidance to management (coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.
Provides HR policy guidance and interpretation.
Provide guidance and input on client group restructures, workforce planning, succession planning.
Facilitates recruitment efforts from beginning to end. Reviews resumes and recommends candidates for additional interviews with others in the organization. Participates on hiring manager’s interview team.
Coordinates employee performance appraisal process. Tracks and follows up on completion. Ensures that all required documents and signatures have been received before processing. Monitors process for effectiveness and makes recommendations for streamlining process. Notifies HR leader when necessary in order to facilitate early resolution of performance issues.
Conducts exit interviews, analyzes data, and makes recommendations to HR Manager for corrective action and continuous improvement.
Recommends and delivers training on appropriate HR topics.
Acts as an internal expert on all given benefit programs. Assists with annual open enrollment process.
Maintains accurate employee records and purges according to regulatory requirements.
Partners with HR Manager in recommending programs to build positive employee morale.
· Advises management concerning updating of job descriptions. Assists with the development of job descriptions for new positions. Recommends classification (exempt, nonexempt).
Attends departmental meetings as appropriate to discuss HR related issues and serve as major point of contact for questions, assistance, etc.
Assists Human Resources Leader in other related activities and performs additional duties as needed.
Functions as senior Human Resources professional in the absence of the HR Leader.
Assist in employee investigations and coaching
Partners with client group (ie attend staff meetings, coach)