Human Resources Manager

Job Description/Responsibilities

Bio: The Human Resources Manager is a key member of the HR team and their respective functional leaders and across the HR team to build HR strategies, improve organizational performance and develop capabilities to attract, reward, motivate and develop talent.  This role acts as an HR partner to their assigned leaders and employees, with the sole purpose of leading change management and people development discussions to support business strategies.

• Builds manager capability to provide meaningful feedback, coaching and career growth for team members. Ensures engagement with systems and resources for performance improvement. Improves own skills as defined in development plan.
• Collaborate with leadership and hiring managers to understand their talent needs and align recruitment efforts with their objectives. Partner with Talent Acquisition to continuously assess and refine the talent acquisition strategy to adapt to changing market conditions and business needs.  Utilize workforce planning to anticipate and address future talent needs.
• Ensures timely reporting, data and analytics are completed for human capital measures within the client group. Understands and drives links between human capital and other business measures and metrics. Utilize reporting to identify insights, gaps and/or trends. Build Manager capability in reporting for a deeper engagement and commitment in team member metrics.
• Support Strategic leaders to adhere to regulatory and legal compliance requirements. Manage complex employee relations matters and provide strategic solutions.  Demonstrates managerial and moral courage to ensure that the right thing is being done, for both employees and the business.
• Lead HR projects, such as process improvement, policy development, and system integration within function. Utilize HR analytics and data-driven insights to inform HR strategies and decisions.
• Leads the Talent Development process, including performance development (PDS), career development (CDS) and succession planning. Acts as a resource for leadership teams in the use of related systems and processes. Ensures development plans are being implemented. 
• Drives change initiatives and effectively manage change through appropriate techniques. Coaches leaders on all people and change management initiatives.   Foster a positive and workplace culture that reflects the company's values.   Leads initiatives with leaders, drives efforts to increase engagement of our employees to ensure a positive work environment within function and across the workplace.
• Act as a trusted advisor to team members and managers in proactive labor strategies. Manage complex employee relations matters and provide strategic solutions. Participates in and promotes a collaborative team environment by working with the HR organization effectively to deliver value to our business partners.
• Collaborate with functional leaders and the HRM leadership team to develop and execute HR strategies that support the company's growth and performance strategy. Identifies business drivers and connects people objectives to business partner objectives.  Implements and executes effective communications to support company strategic plan/objectives, company values, etc.  Fully engages Leadership in understanding HR initiatives, policies, procedures, and processes.   

Qualifications/Requirements

• Bachelor degree in Business, Human Resources or related field
• Ability to communicate with all levels of an org
• Demonstrated ability to think strategically
• Proven team building capabilities/strong cross-functional teammate, strong organizational skills, and ability to manage multiple projects at one time
• Comfortable with change in a fast moving environment.
• Experience participating in and/or leading change management initiatives
• Self-motivated, self-directed, flexible and able to work under pressure in a fast paced environment
• Willingness to travel
• Ability to drive results in a complex, high-growth company
• 5 years relevant experience (minimum)

PREFERRED

• Demonstrated knowledge of all relevant government regulations
• Change Management experience
• 5 years Training, coaching, and curriculum development.
• 5 years Experience driving change in an organization

Physical Requirements

• A valid driver's license
• Ability to travel (up to 25%)

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