Human Resources Leader

Role Overview

Supports the Human Resources Business Partner (HRBP) and leadership team in the successful implementation of local initiatives and the execution of regional and corporate HR programs. Contributes to fostering an environment that attracts, develops, retains, and engages talent across the organization to achieve business objectives.

Responsibilities:

• Collaborate with the Human Resources Business Partner (HRBP) to execute key HR processes, including performance management, talent development, total rewards, compensation administration, learning and development initiatives, and the interactive process for employee transitions back to work.
• Provide guidance and coaching to leaders and employees on HR-related matters, such as company policy and procedure interpretation and application.
• Partner with leadership and specialist HR teams to support recruitment and staffing strategies.
• Work collaboratively with the Human Resources Business Partner (HRBP) to promote an inclusive and diverse workplace culture.
• Develop, implement, and manage programs aimed at enhancing employee engagement and satisfaction levels (e.g., feedback action planning).
• Manage employee and labor relations, including conducting investigations and facilitating conflict resolution.
• Assist in the review, interpretation, administration, and ensuring compliance with relevant employment laws at the national, regional, and local levels, as well as company policies and procedures.
• Manage the initial reporting process for workplace incidents (e.g., worker's compensation, liability) and serve as a point of contact between relevant external partners and employees.
• Assist in identifying training needs and developing programs to enhance employee performance and professional growth.

Qualifications:

Education:

• A bachelor's degree with a major or focus in Human Resources, Business Administration, or a closely related field is generally required for external applicants and preferred for internal candidates.

Experience:

• Typically requires 5 years of experience in Human Resources management, with a preference for 3 years in a supervisory capacity, and/or an equivalent combination of relevant training and experience.

Certifications, Licenses, and Registrations:

• Professional Human Resources (PHR) or Senior Professional Human Resources (SPHR) certification from a recognized HR body is preferred.
• Experience with enterprise resource planning (ERP) systems (e.g., SAP, Workday, etc.) is advantageous.

Professional Skills:

• Demonstrates active listening skills, taking time to understand others' perspectives and asking clarifying questions.
• Possesses the ability to motivate, develop, and guide individuals and teams, identifying the right people for specific roles.
• Exhibits awareness of others' emotions and understands the underlying reasons for their reactions.
• Communicates information clearly and effectively, both verbally and in writing, ensuring understanding.
• Adapts actions and approaches based on others' responses.
• Applies logical reasoning to evaluate the strengths and weaknesses of different solutions and approaches to problems.
• Comprehends written materials relevant to the workplace.
• Understands information and ideas presented verbally.
• Interprets written information and ideas effectively.
• Communicates information and ideas verbally in a clear and understandable manner.
• Conveys information and ideas in writing so others can understand.
• Evaluates the potential costs and benefits of different actions to make informed decisions.
• Facilitates collaboration and seeks to resolve disagreements among individuals.
• Identifies complex issues and analyzes related information to develop and evaluate potential solutions.
• Applies general principles to specific situations to arrive at logical conclusions.
• Recognizes potential problems or situations where things might go wrong.
• Generates a variety of ideas on a given topic.