Human Resources

• Provides strategic client-focused support meeting operating and long-term strategic objectives.
• Implements business unit/departmental change and provides solutions to business issues using competitor/best practice data, HR tools, processes and diagnostics.
• Confers with other HR professionals for unique solutions and systems and provides clarification of line management role in HR processes.
• Continuously scans the organization environment to anticipate business needs and provide solutions; advocates sound principles of people management practices.
• Delivers solutions in collaboration with business leaders through multi-vehicle communication plans.
• Prepares key business data analysis and makes recommendations to effectively communicate HR products, services, and programs (benefits, compensation practices, orientation, and executive assimilation).
• Ensures goals/objectives are set, communicated and are consistent with the business strategy.
• Partners with clients to ensure the performance management process and progressive counseling process proactively address performance issues.
• Ensures effective application of the annual performance management program through evaluation, analysis, and feedback.
• Ensures promotion and reward decisions are closely correlated with operating performance of business unit.
• Manages employee relations issues to effective resolution, ensuring consistent application of the company’s vision, values, and beliefs.
• Ensures career planning and personal development plans are completed and that managers are equipped to deliver development discussions including proactive follow up.
• Identifies organizational capability, strengths, and gaps and develops/implements plans to close competency issues.
• Evaluates effectiveness of career paths, job ladders and job/role descriptions for validity and consistency.
• Communicates reward and retention philosophy and conducts equity and utilization analysis of merit pay and other reward programs.
• Identifies compensation issues impacting client groups and works with compensation and managers to resolve.
• Analyzes information, develops alternatives, makes recommendations, and implements solutions to a variety of challenges.
• Works closely with management in implementing company-wide programs such as organizational design and workforce planning.
• Maintains ownership of HR business partner processes and develops/maintains standard operating procedures (SOPs) with internal controls.
• Assists management in providing effective leadership development through coaching.
• Additional: Ensures compliance with company policies and federal/state/local reporting requirements. Managers may assign other duties as needed.

HR Business Partner

Human Resources Coordinator

HRIS Analyst

Product Sales Specialist, HR Management

HR Operations Administrator

Senior Manager, HR Operations Portfolio Delivery