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HR Generalist II

Job ID: 25-08137
Pay rate range - $25/hr. to $30/hr. on W2
Fully on site

Must Have
Performance management (upward coaching)
Investigations 
Stakeholder management experience 

REQUIRED SKILLS

1. Performance management
• Work with people leaders through performance management cases
• Analyze data and trends on ER and performance management in order to provide input to the business strategy with the relevant HR Business Partner to prevent the recurrence of known issues

2. Talent Management
• Coached, train, and guided managers during the Talent Management and Annual Compensation Planning processes
• Consulted managers on employee compensation concerns

3. People Development
• Enable the success of both new and experienced managers by leveraging, delivering and improving existing training content and Inside pages and working with the central Talent Development teams to anticipate and address emerging needs
• Support managers and employees in identifying training opportunities to further develop functional and managerial skills
• Support people managers with career conversations, Development Plans/Career Growth Plans and other development initiatives

4. Organization and change management
• Manage employee’ programs and managers to drive improvements in employee engagement
• Provide guidance to HR Business Partners and the business on change initiatives

5. Employee Relations & Support
• Process ownership for Employee Relations management, including disciplinary and performance improvement
• Consult managers on people matters that require in depth knowledge of policies, procedures and local legislation
• Conduct investigations and manage employee relations cases, in coordination with the Employee Relations and with the Legal departments
• Manage the exit process, including conducting ad-hoc exit interviews
• Review local policies and processes in order to ensure that they are fit for purpose

6. HR General
• Act as stewards of the employee experience and client’s culture
• Act as a Point of Contact for people tools, processes, programs or projects, and advocate for improvements over time
• Design and deliver Manager Capability initiatives to further drive collective education and manager effectiveness
• Analyze data and observations across the organization, highlighting trends and recommending/driving solutions, as appropriate
 
Leadership Principles
 
Earn trust
Bias for action
Are right a lot
Ownership

Key Responsibilities
The HR Partner will act as an influential partner in helping managers with talent management processes, people development, and implementation of organizational changes.
Thanks to their key role close to the business, HR Partners are in a position to spot trends, identify emerging needs and address them in partnership with the appropriate business or HR stakeholders. In addition to delivery of core HR services, HR Partners also act as process design experts, to identify opportunities for improvement in people processes and systems, design solutions, and partner across HR functions to drive implementation and adoption.

Job Description
our HR Partners are known for their knowledge of HR programs, processes and tools. They act as the frontline consultant to the business, working with managers in creating a positive employee experience and offering the best HR advice on people matters. They operate and are seen as subject matter experts, having deep knowledge in company and local programs, processes and policies; and offer strong, credible and compelling advice to business leaders on how to manage their team. They are dedicated to collaboration with multiple HR Business Partners and HR Specialists aligned to various businesses.
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