This position is responsible for providing HR support to the business operation with regards to all aspects of HR including; policy interpretation, performance management, employee relations, investigations, recruiting, HR reporting, rewards and recognition, compensation, employment law, training and development, and succession planning. This position will also be involved in coordinating strategic HR programs including diversity, mentoring, internships, career development / coaching, etc. This position is also responsible for assisting in driving effective organizational change management strategies, and employee engagement programs.
Essential Functions:
• Communicates with all employees regarding policies and procedures. Provides counsel to associates and management to maintain a productive and positive work environment, including development planning, coaching, etc. Monitors and provides feedback regarding the use of policies and procedures. Serve as a liaison between associates and management.
• Ensures all associates and managers are properly trained to use tools and resources for effective performance and development evaluations. Provides counsel and support to managers for performance development and improvement
• Assists managers with performance management issues, compensation, retention strategies and employee development as needed.
• Assists in the recruitment efforts and new hire processes including but not limited to: coordination of openings, development of job descriptions, diversity recruitment strategies, interview candidates, review job offers, write announcements, and liaison with the hiring manager and the recruiting team.
• Participate in various projects such as annual merit process, annual bonus plan administration, coordination / participation in consensus / leveling meetings, review, analysis and recommendations based on quarterly HR reporting such as quality of hires, analysis of turnover, review of promotable talent and critical positions, and employee retention.
• Leverages strong relationships across the HR function; sharing best practices, aligning vision.
• Partners with the business on strategic and tactical projects.
• Provides support to the organization on development programs such as mentor programs, career-pathing, etc.
• Coordinates rewards and recognition programs.
• Compliance and Investigations: assist in client EEO compliance and Affirmative Action programs including drafting annual AAP, reviewing all practices related to hiring, training, transfers or promotions.
• Ensures compliance with all state and federal laws and regulations pertaining to Human Resources matters. Provide direction and participate in audits conducted by state or federal agencies CT Commission on Human Rights and the EEOC. Consults with appropriate legal representatives as needed.
• Other duties and responsibilities as assigned.
Competencies:
• Building Positive Relationship; consistently builds effective working relationships.
• Communication; consistently clarifies purpose and importance; stresses major points; follows a logical sequence.
• Critical Thinking; extensive ability to process information by evaluating statements or propositions for their validity.
• HR Analytics; knowledge and ability to analyze current and historical data to identify key relationships among variables and provide insight. Ability to incorporate forecasting and scenario planning.
• HR Leadership; skill to effectively present options that balance HR discipline with business objectives. Ability to recognize alternative and divergent views and formulate multiple approaches.
• Influencing others; demonstrates proven ability to state what is needed to persuade and convince others without causing defensiveness and to inspire others to take action.
Qualifications:
• BA/BS degree
• 5 –7 years of HR experience preferably in a Generalist role supporting senior level leaders/large client teams. Experience in manufacturing a plus.
• Demonstrated HR Management experience leveraging HR functional initiatives to the overall business vision and objectives.
• Highly developed consultative and negotiation skills and ability to influence associates and leaders in business, functional, or regional team(s).
• Expert knowledge of local, state, district and country laws influencing personnel actions.
• Demonstrated leadership ability, including coaching and counseling capabilities, interpersonal and team building skills, and partnering abilities.
• Strong customer service commitment.
• Ability to focus on business strategy and execution.
Intuitive HR
New Haven, CT
This position is responsible for providing HR support to the business operation with regards to all aspects of HR including; policy interpretation, performance management, employee relations, investigations, recruiting, HR reporting, rewards and recognition, compensation, employment law, training and development, and succession planning. This position will also be involved in coordinating ...
This position is responsible for providing HR support to the business operation with regards to all aspects of HR including; policy interpretation, performance management, employee relations, investigations, recruiting, HR reporting, rewards and recognition, compensation, employment law, training and development, and succession planning. This position will also be involved in coordinating strategic HR programs including diversity, mentoring, internships, career development / coaching, etc. This position is also responsible for assisting in driving effective organizational change management strategies, and employee engagement programs.
Essential Functions:
• Communicates with all employees regarding policies and procedures. Provides counsel to associates and management to maintain a productive and positive work environment, including development planning, coaching, etc. Monitors and provides feedback regarding the use of policies and procedures. Serve as a liaison between associates and management.
• Ensures all associates and managers are properly trained to use tools and resources for effective performance and development evaluations. Provides counsel and support to managers for performance development and improvement
• Assists managers with performance management issues, compensation, retention strategies and employee development as needed.
• Assists in the recruitment efforts and new hire processes including but not limited to: coordination of openings, development of job descriptions, diversity recruitment strategies, interview candidates, review job offers, write announcements, and liaison with the hiring manager and the recruiting team.
• Participate in various projects such as annual merit process, annual bonus plan administration, coordination / participation in consensus / leveling meetings, review, analysis and recommendations based on quarterly HR reporting such as quality of hires, analysis of turnover, review of promotable talent and critical positions, and employee retention.
• Leverages strong relationships across the HR function; sharing best practices, aligning vision.
• Partners with the business on strategic and tactical projects.
• Provides support to the organization on development programs such as mentor programs, career-pathing, etc.
• Coordinates rewards and recognition programs.
• Compliance and Investigations: assist in client EEO compliance and Affirmative Action programs including drafting annual AAP, reviewing all practices related to hiring, training, transfers or promotions.
• Ensures compliance with all state and federal laws and regulations pertaining to Human Resources matters. Provide direction and participate in audits conducted by state or federal agencies CT Commission on Human Rights and the EEOC. Consults with appropriate legal representatives as needed.
• Other duties and responsibilities as assigned.
Competencies:
• Building Positive Relationship; consistently builds effective working relationships.
• Communication; consistently clarifies purpose and importance; stresses major points; follows a logical sequence.
• Critical Thinking; extensive ability to process information by evaluating statements or propositions for their validity.
• HR Analytics; knowledge and ability to analyze current and historical data to identify key relationships among variables and provide insight. Ability to incorporate forecasting and scenario planning.
• HR Leadership; skill to effectively present options that balance HR discipline with business objectives. Ability to recognize alternative and divergent views and formulate multiple approaches.
• Influencing others; demonstrates proven ability to state what is needed to persuade and convince others without causing defensiveness and to inspire others to take action.
Qualifications:
• BA/BS degree
• 5 –7 years of HR experience preferably in a Generalist role supporting senior level leaders/large client teams. Experience in manufacturing a plus.
• Demonstrated HR Management experience leveraging HR functional initiatives to the overall business vision and objectives.
• Highly developed consultative and negotiation skills and ability to influence associates and leaders in business, functional, or regional team(s).
• Expert knowledge of local, state, district and country laws influencing personnel actions.
• Demonstrated leadership ability, including coaching and counseling capabilities, interpersonal and team building skills, and partnering abilities.
• Strong customer service commitment.
• Ability to focus on business strategy and execution.