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Human Resources Manager

SITA Information Networking Computing


Location:
Atlanta, Georgia 30339
Date:
05/02/2017
Job Code:
24635
Job Type:
Employee
Job Status:
Full Time
Categories:
  • Engineering
  • Legal
  • HR Generalist
  • Retail / Wholesale
  • Benefits
  • Communications
  • Compensation
  • Diversity
  • EEO/Affirmative Action
  • Employee Relations
  • Training/Development
SITA Information Networking Computing
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Job Details

Human Resources Manager

The position will be responsible for the delivery of HR programs that drive business success through the people strategy within the US and assigned client groups.  As this role has responsibility for several senior leaders, the role will create functional and geographic engagement plans, drive and create effective communications, and increase the human resources visibility and value for a large employee base.

As the environment is dynamic and changing, this role will need to adapt, evolve, and change to meet the ever-changing business needs and environment. The HR Manager will need to have active client engagement to gather feedback, understand the needs of the business, and be a visible partner among the leaders and employees.

Key Responsibilities

HR Plan Development & Delivery

  • Contributes the business perspective and requirements to the development of the annual HR Plan for an organization.
  • Implement the HR Plan for assigned client groups to drive talent management, employee experience, culture, and compliance while adjusting and adapting to meet the client needs.

 Annual Processes & Programs:

  • Responsible for the delivery of all HR programs and processes for the assigned client group/s.
  • Integrates annual processes & programs of the business with the People Plan for the Client.
  • Delivers and facilitates workshops/learning events that support the employee lifecycle e.g. Performance Management etc.

Organizational & Leadership Effectiveness:

  • Contributes to the design and implementation of organizational effectiveness interventions with peer disciplines, resulting in improved employee engagement.
  • Drive thought leadership related to the use of organizational effectiveness tools.
  • Manage and deliver the D&I strategy, program, and initiatives that are driving compliance, talent management and acquisition, and improved employee engagement.
  • Collaborate with COE functions in HR and facilitate initiatives to improve employee engagement and leadership effectiveness.
  • Assess, understand, and design interventions that improve the leadership team and leadership effectiveness to achieve strategic objectives for the business.
  • Effectively provide leader and manager coaching, resulting in improved capabilities and resolve leadership gaps.
  • Act as a proactive Broker of Information—Effectively explain requirements including rationale, timelines, and strategic impact.

 Workforce Planning:

  • Ensures the organization has the right resource, capability and talent to achieve immediate and strategic ambitions both current and for the future.
  • Analyze and interpret data regarding resource and talent gaps across the organization, country or lateral focus area.
  • Provide relevant information to business to drive the resource planning for the current needs and future needs. Support managers building and implementing resourcing plans to make the best resourcing decisions to meet the talent needs that will drive the business.
  • Collaborate with business leader/s; drive clear understanding of organizational strategy and plans to determine resourcing and talent needs to achieve long terms business results.
  • Lead the analysis of current resource and talent levels, including current and future demands demographics, attrition, and capability by profession, location strategy and critical talent segments.

Change Plan Design & Implementation:

  • Informs and implements change and readiness plans, including communication plans that enable the successful launch of business-specific programs or processes.
  • Implement new, or changes to existing, business-specific programs or processes for an assigned organization, country/territory or for lateral focus areas.
  • Evaluate business drivers to make a case for change adoption, assess risks and benefits, and develop effective change-management strategies and training materials.
  • Drive and facilitate business strategy development including Diversity and Inclusion, Executive Leadership Integration, and Employee/Organization Culture.
  • Develop and Deliver Performance Management, Change, Communications, and Engagement programs within the assigned client groups and geographies.

Employee Relations:

  • Acts as a subject matter expert on HR and company policies to provide effective support, resolution, and improvements for issues in the workforce.
  • Manage, assess risk, and handle employee relations, and responsible for the management of employee relations concerns, while adhering to corporate, HR and legal policies.
  • Drive the resolution of issues, in collaboration with legal partners
  • Analyze issues for trends and leads efforts to reduce employee relation issues for his/her assigned organization/s.
  • Use a deep understanding and awareness of employee relations issues for a client, organization, or time zone, and proactively addresses these as part of the HR Plan.

 

 

Requirements

Education and Professional Qualifications

  • Fluent in English
  • Bachelor's degree in business, human resources, organizational psychology or equivalent
  • Member of a professional HR association

 Experience

  • 7-10 years' experience of HR related disciplines
  • 5 years' experience of functional leadership business partner support
  • Experience working in complex, international/multi-cultural and fast moving environment

 Knowledge and Skills

  • Solid knowledge of HR legislation including employee relations and other HR disciplines including talent acquisition, performance management, organization design and development, and compensation
  • Ability to engage employees, organize and deliver learning events and workshops
  • Experience in facilitating and driving communication plans and execution
  • Knowledge of evaluating, implementing, and supporting change
  • Ability to work in ambiguous environments and develop meaningful programs
  • Knowledge of Microsoft Office Suite

 Competencies

  • Teamwork & Collaboration
  • Customer Focus
  • Impact & Influence
  • Dealing with Ambiguity
  • Organizational Agility
  • Business Acumen
  • Communication

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