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Sr. HR Generalist

Smith & Nephew


Location:
Mansfield, Massachusetts
Date:
05/02/2017
Job Code:
R16732
Job Type:
Employee
Job Status:
Full Time
Shift:
1st Shift
Categories:
  • HR Generalist
  • Administrative
  • Employee Relations
  • Labor/Industrial Relations
  • Other
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Job Details

ABOUT US

 

 

Smith & Nephew is a diversified advanced medical technology business that supports healthcare professionals in more than 100 countries to improve the quality of life for their patients.

 

 

We have leadership positions in Orthopaedic Reconstruction, Advanced Wound Management, Sports Medicine and Trauma:

 

 

 

We have over 15,000 employees around the world. Annual sales in 2015 were more than $4.6 billion. We are a constituent of the UK's FTSE100.

 

 

SUMMARY

The HR Generalist works closely with management in the implementation and reinforcement of corporate policies related to Human Resources, organizational, and employee development at the functional or division level. S/he consults with employees and managers to address root causes of Human Resources issues, working to resolve complex employee relations issues with a systematic approach. In this capacity, this individual participates in company-wide programs and initiatives (e.g., salary review, workforce planning, and organizational change). The HR Generalist assists senior management and the HRBPs in the development of solutions through organizational development and cultural and process oriented perspectives. Key skills and abilities include coaching, influencing, facilitation, presentation, communication, process development, analysis, project management and problem solving.

 

 

 

 

ESSENTIAL JOB FUNCTIONS

 

 

Execution of HR Service Delivery

  • Partner with other HR Generalists, CoEs - Talent Acquisition and Development, Total Rewards and Communication) to determine needs and solutions that drive a performance management culture.
  • Provide organizational leadership and insight.
  • Support leader development including day to day coaching as well as training.
  • Provide guidance and helps prepare the organization to effectively manage change.
  • Facilitate business process redesign, creation, and implementation.
  • Facilitate the benefits process with employees as needed.
  • Provide guidance and expertise to managers enabling adherence to processes around Workday thereby driving data accuracy.
  • Implement services, policies, and programs.

 

Performance and Talent Management

  • Champion the implementation of Performance Management and coaching leaders to effectively utilize processes and tools. Supports managers with the implementation of routine performance management processes with a focus on the development of SMART objectives.      

  • Lead discussions about improving performance and may assist in creating individual development plans. Ensures all documentation is maintained.

  • Plays a significant role in leading the business groups' succession planning and talent management processes.

  • Leads effort in carrying out of company-wide process of Talent Management that address succession planning, workforce development; key employee retention and change management.

  • Drives employee communications and feedback through company meetings, surveys, focus groups, and one-on-one's.

  • Leads effort with company-wide committees including wellness, culture, communications, etc.

 

Talent Acquisition

  • Assess, hire, and integrate talent into the organization through partnership with the business on interviewing and selecting talent and ensuring onboarding is conducted effectively.

  • Ensures all postings follow consistent practices.

  • Reinforces recruitment policies regarding agency rate schedules and expectations.

  • Assists in the development and implementation of creative recruiting programs.

  • Conducts recruiting planning meetings when needed staff is identified and serves on employee selection meetings.

  • Drives workforce planning through partnership with Staffing and business leaders. 

 

 

 

Employee Relations

  • Provide employees / managers with information and advice regarding complex employment practices, corporate, and divisional policies and procedures, benefit programs, time & attendance rules, and other HR-driven processes.

  • Evaluate business groups' adherence to such requirements and provide guidance / feedback.

  • Recommend / implement changes to practices/requirements, as appropriate.

  • Leads employee dispute resolutions for their business group and handles complex employee relations issues.

  • Partners with management to communicate HR policies, procedures, programs and laws.

  • Recommends ER practices necessary to establish proactive employer-employee relations and promote a high level of employee morale.

  • Identify trends and proactively develop programs to improve employee relations.

  • Implement consistent processes and practices.

 

Special Programs

  • May be the HR representative on designated cross-functional teams (ex. Rewards & Recognition team).

  • May work with designated person to plan and organize site employee activities and special events.

  • Drives significant cross-functional projects impacting several areas of the business (i.e., policy harmonization).

  • May have independent responsibility for other programs.

Requirements

REQUIREMENTS

  • Ability to provide both verbal and written information clearly, succinctly, and persuasively.

  • Strong communication and ability to influence others is critical.

  • Capacity to understand people issues in the context of the bigger picture and business acumen as well as how the business balances and creates profit and value.

  • Ability to reach agreements and consensus despite differing goals and priorities.

  • As a result of specialized knowledge, typically leads teams or projects with moderate resource requirements, risk and/or complexity.

  • Leads others to solve complex problems; uses sophisticated analytical thought to exercise judgement and identify innovative solutions.

  • Identifies trends, understands implications and implements proactive solutions to address.

  • Requires in-depth knowledge and experience within HR discipline (areas such as compensation, benefits, talent management, etc); works independently and receives guidance from leadership in only the most complex situations.

  • Impacts the achievement of customer, operational, project, or service objectives, frequently in teams across the business; work is guided by functional policies.

  • Communicates difficult concepts and negotiates with others to adopt a different point of view.

  • Supports multiple VPs or directors as well as business partners; supports multiple sites with dispersed and diverse populations of employees.

  • May require occasional travel and overnight stays as required to support customer needs.

 

 

 

PROFESSIONAL EXPERIENCE

 

  • Bachelor’s degree in Human Resources or related field and 8-plus years of HR Generalist experience required. Master’s degree preferred.  
  • Significant experience required in leading cross-functional projects.

  • Demonstrated success in coaching leaders.

  • Extensive knowledge of employment laws and practices required.

  • PHR or SPHR certification preferred.

  • Extensive experience and deep knowledge of multiple disciplines HR Center Of Excellence (C.O.E.) areas including staffing, administration of benefits and compensation programs, talent management as well as other HR programs.

  • Significant experience with Workday and other HR People Management systems.

  • Strong MS Office software experience required.

  • Skilled in database management and record-keeping.

  • Strong analytical capability with respect to compensation plans, internal equity, and problem solving including conflict resolution and investigation / resolution of serious employee relations matters.

  • Excellent communication, interpersonal and analytical skills required. Must be innovative and proactive in a fast-paced environment with a willingness to adapt. Demonstrates integrity in all business interactions and honors personal commitments.

 

Smith and Nephew is an Equal Opportunity/Affirmative Action Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by applicable law.

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