Job address
US
Company size
11-50 employees
Job sector
Business Management & Administration
occupation category
Human Resources Managers
Job type
Contract
Work environment
In person
Company Overview
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Job details
Required skills
- Oversees transactional and/or preliminary stage of employee relations issues
- Uses political savvy when implementing initiatives
- Serves as an in-house workforce and people management expert
- Seeks ways to proactively improve organizational processes and outcomes
- Performs investigations on challenging issues
- Markets HR both internally (e.g., ROI of HR initiatives) and externally (e.g., employment branding)
- Manages resources available to meet planned objectives
- Maintains service quality by overseeing interactions with vendors/suppliers
- Leads the implementation of business solutions
- Interprets both policies and changes to policy
- Implements HR technology plans
- Identifies threats to the business and recommends effective solutions
- Gathers facts, information, and data to inform HR policy and develop solutions
- Develops solutions with analysis of impact on ROI, utility, revenue, profit and loss estimates, and other business indicators
- Develops and supports systems for reporting unethical behavior
- Applies compliance knowledge to protect organization
- Assesses risk (SWOT) of business initiatives as it pertains to human capital, ROI, and shareholder accountability
- Recommends policy changes to support business needs
- Provides training on culture trends and practices for expatriate workforce
- Develops HR marketing messages to both internal and external audiences
- Demonstrates a capacity for understanding the business operations and functions within the organization
- Implements global initiatives, programs, and policies while appropriately tailoring to local segment needs
- Implements and audits organizational/HR practices to ensure global/cultural sensitivity
- Conducts effective program evaluation
- Asks critical questions to prepare and interpret data studies/metrics solutions within business units
- Mediates difficult interactions, escalating problems to higher level when warranted
- Resolves conflicts due to cultural differences
- Maintains confidentiality
- Asks critical questions to prepare and interpret data studies/metrics
- Champions implementation of strategic initiatives
- Demonstrates an understanding of the strategic relationship between effective human resource management and core business functions
- Establishes oneself as a credible resource for all issues involving employees and management
- Evaluates information gathered through research conducted
- Serves as manager of organizational initiatives within units
- Conducts investigations of workplace policy violations
- Uses organizational metrics to make decisions
- Serves as the HR subject matter expert to managers
- Manages programs, policies, and procedures to support the organizational culture
- Manages internal and external relationships in ways that promote the best interests of all parties
- Maintains working knowledge of measurement concepts, data collection, and analysis
- Uses data, evidence-based research, benchmarks, HR and business metrics to make critical decisions
- Evaluates and measures current processes
- Develops leadership presence with management support at the business unit level
- Crafts clear messages that inform frontline HR staff of relevant organizational information
- Operationalizes projects and initiatives as set forth by the higher-level plan
- Analyzes specific business challenges involving the workforce and offers solutions based upon best practice or research
- Audits and monitors adherence to policies and procedures
- Builds engaging relationships with all organizational stakeholders through trust, teamwork, and direct communication
- Makes the business case for HR management (e.g., Return On Investment/ROI) as it relates to efficient and effective organizational functioning
- Provides coaching to direct reports and others throughout organization to utilize HR services, better understand HR policies, procedures, training, performance, career development, and other HR related personnel functions
- Supports critical large-scale organizational changes
- Uses a working knowledge of critical human resource functions including Strategic Business Management; Workforce Planning and Employment; Human Resource Development; Compensation and Benefits; Risk Management (including safety, environmental health, quality, security, etc.); Employee and Labor Relations; HR Technology; and Global and International HR to deliver customized human resource solutions for organizational challenges
- Oversees risk management issues (e.g., safety, health, legal issues, etc.) to minimize personnel and organizational risk
- Participates in creation of HR interventions
- Understands the industry and business/competitive environment within which the organization operates
- Effectively facilitates staff professional development programs
- Conducts assessments to address problems and implements solutions within business units
- Ensures that HR decisions from senior leaders are understood and communicated by HR representatives
- Champions the view that organizational effectiveness benefits all stakeholders
- Understands organizational metrics and their correlation to business success
- Implements training programs regarding ethics laws, standards, and policies
- Ensures early-level HR professionals are providing customer-oriented service
- Ensures alignment within HR when delivering services and information to the organization
- Updates and applies knowledge of ethical laws, standards, legislation, and trends that may affect organizational HR practice to ensure organization functions within legal parameters and with integrity
- Develops and implements HR processes and policies applying the principles of finance, marketing, economics, sales, technology, and business systems
- Identifies staff networking opportunities and venues
- Facilitates conflict resolution meetings
- Identifies patterns in data and raises relevant issues to higher-level management
- Guides employees regarding specific career situations
- Translates organizational communication strategies into practice at the operational level
- Serves as point person on projects and tasks
- Manage the company's personnel evaluation/employee performance assessment plan
- Ensures quality work product
- Makes policy interpretations and practice decisions
- Performs as an ethical role model and positively influences managerial integrity and accountability
- Devises short-term immediate solutions in partnership with stakeholders to solve stakeholder needs/issues
- Creates processes to ensure confidentiality and privacy of employee information and company data
- Conducts initial investigation of HR issues
- Recognizes personal bias and others’ tendency toward bias and takes measures to mitigate the influence of bias in business decisions
- Develops HR and business process improvement solutions
- Manages projects within allotted time and budget
- Generates specific organizational interventions (e.g., culture change, change management, restructuring, training, etc.) to support organizational objectives
- Applies policies and procedures across organization
- Assists senior HR professionals in the facilitation of difficult interactions among stakeholders
- Recognizes potential employee relations issues in a proactive manner and either resolves the issue or moves the concern to senior leaders
- Examines all organizational problems with a sense for integrating HR solutions designed to maximize ROI, profit, revenue, and strategic effectiveness
- Takes immediate and appropriate action regarding reports of unethical behavior or conflicts of interest
- Maintains appropriate levels of transparency in organizational practices
- Uses organizational resources to learn the business and operational functions
- Develops networks of contacts of internal and external stakeholders including frontline managers, HR peers, and job candidates
- Designs, recommends, and/or implements diversity/culture programs
- Assists early-level HR professionals in building networks with higher-level leaders in the organization