- $162,540.00 -162,540.00/year*
10 Bayside Terrace
Plans and directs the effectiveness of human capital through the development, communication, implementation and measurement of human resources (HR) initiatives and policies. Generally leads a team of HR professionals in a defined geographic region or account(s). May serve as the HR single point of contact (SPOC) for a company line of business (LOB). Performs work that requires in-depth analysis, judgment and resolution in complex situations and circumstances. Assignments are broad in nature with little or no direct supervision. Primary business partners are senior management. ESSENTIAL DUTIES AND RESPONSIBILITIES
Provides HR leadership for a designated region through the implementation and interpretation of policies and programs, coordination of information flow and marketing of HR strategy.
Links overall HR strategy into business plans for all lines of business within assigned geographic region/functional area. Understands the business and is closely aligned with the business leaders.
Provides direction and leadership to assigned HR staff.
Provides interpretation of corporate policies and procedures; i.e. guides managers in handling sensitive issues in regard to performance management and other employee relations matters.
Enhances employee and management performance by identifying training and development needs, offering and evaluating appropriate training programs, ensuring effective utilization of performance management feedback systems and processes.
Ensures that employees within areas of responsibility adhere to the corporate policies and procedures and are in compliance with applicable HR requirements.
Implements required initiatives and best-demonstrated HR practices in conjunction with management.
Conducts training programs on topics including sexual harassment, selection, motivation, office productivity, performance management and diversity.
Provides HR insight into operational issues and goals.
Prepares and audits data to ensure appropriate business decisions are being made within the areas of responsibility. Uses data to make educated decisions and suggestions to management.
Coordinates and counsels management on the proper handling of all reductions in force.
May perform other responsibilities as assigned. SUPERVISORY RESPONSIBILITIES
Manages the planning, organization and controls for a major functional area or department. May be responsible for a mix of direct and matrix reports. Approves subordinates' recommendations for staff recruitment, selection, promotion, advancement, corrective action and termination. Effectively recommends same for direct reports to next level management for review and approval. Monitors appropriate staffing levels and reports on utilization and deployment of HR. Leads and supports staff in areas of staffing, selection, training, development, coaching, mentoring, measuring, appraising and rewarding performance and retention. Leads by example and models behaviors that are consistent with the company's values. QUALIFICATIONS
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION and EXPERIENCE
Bachelor's degree (BA/BS) from 4-year college or university and a minimum of 10 years of related experience. Masters degree (MA/MS) preferred. CERTIFICATES and/or LICENSES
Senior Professional in Human Resources (SPHR) designation preferred. COMMUNICATION SKILLS
Ability to comprehend, analyze and interpret business documents. Ability to respond effectively to the most sensitive issues and to maintain confidentiality. Ability to make effective and persuasive presentations on complex topics to employees. Ability to motivate and negotiate effectively with key employees and client groups to take desired action. FINANCIAL KNOWLEDGE
Requires knowledge of basic financial and accounting terms and principles. Ability to manage the departmental budget. Ability to perform basic mathematical functions and prepare complex spreadsheets using Excel functions. REASONING ABILITY
Ability to solve advanced problems and deal with a variety of options in complex situations. Requires strong analytical and quantitative skills. OTHER SKILLS and ABILITIES
Intermediate Microsoft Word, PowerPoint and Excel skills required. Knowledge of PeopleSoft. SCOPE OF RESPONSIBILITY
Decisions made with in-depth understanding and interpretation of procedures, company policies and business practices to achieve complex results. Responsible for setting project, department and/or division deadlines. Errors in judgment may cause long-term impact to line of business and/or overall company.
Associated topics: administrator, associate director, chief human resource officer, chro, guide, head, leadership, manager, president, vice president
* The salary listed in the header is an estimate based on salary data for similar jobs in the same area. Salary or compensation data found in the job description is accurate.
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