Senior Human Resources Generalist

Description:

Reporting to the Director, HR, the HR Manager, HRBP provides HR counsel and support to global functional teams in Global Services and US Region Sales and Marketing in the MMS business unit. This role ensures effective and impactful implementation of human resources practices, processes, and programs that support organizational effectiveness and associate development. Will lead and/or participate in the design and/or implementation of HR processes, practices, programs, and initiatives that contribute to organizational success.

Accountabilities

• Works with client leaders to efficiently and effectively execute all annual Human Resources processes for client organizations. These processes include HR processes, talent management, Performance Management, & Compensation.
• Acts as the trusted advisor of client leaders to assist them in carrying out their business and functional plans.
• Identifies and capitalizes on opportunities to drive &/or lead change. Facilitates change management initiatives within assigned client units, incorporating a methodology that includes: a business case for change, identification of primary stakeholders, process mapping, communications planning, action/transition planning, visioning sessions, conflict resolution, team building, and after-action review assessments.
• Develop & conduct team development/team building strategies both proactively and when necessary to improve team performance. Presents options to managers on organizational structure, roles & responsibilities, staffing levels, matrix management, etc.
• Consults with clients to understand training and development needs across their functional groups, to identify trends, patterns, etc., and presents recommendations as part of organizational training needs assessment.
• In conjunction with the HR Director, leads discussions on all decisions affecting any potential reductions-in-force or layoffs (voluntary & involuntary) within their client organizations.
• Partners with the Access HR team to provide guidance to clients to objectively assess and bring to resolution employee relations issues, claims, and charges. Looks for trends and root causes as opportunities to improve organizational/team and associate satisfaction. Tracks claims & charges and measures improvement.
• Works closely with hiring manager and talent acquisition partner to establish position requirements, necessary skills & competencies for current & future needs, and successful recruitment strategy, including sourcing.
• Leads the hiring manager and his/her team through effective assessment and selection methodologies using the company's behavioral-based selection methodology.
• Participates in the interview team
• Consult hiring manager on job offer and other conditions of offer to ensure internal and external equity and competitiveness, including relocation and expatriate assignments where appropriate.
• Consults with managers on all pay-related decisions, including new hire offer, merit increases, market pricing data, incentive recommendations, stock option recommendations, career-related and other such adjustments.
• Partners with Talent Acquisition on all new hire offer compensation recommendations.
• Works with the leadership team member during annual Compensation Planning to ensure alignment of rewards to performance, and that rewards are used as organizational levers.
• Will serve as a process owner for one or more sub-region HR processes (i.e., HRP, PMP, Compensation Planning, Training and Development, Talent Development programs), managing special projects or processes related to process or program improvements for the business unit.
• Lead special business-wide projects that arise (i.e., HR integration of acquisitions, new hire onboarding programs, etc). Understand the goal, develop and implement the project process, and develop and present a sound proposal. May also implement the selected solution.

Qualification:

• Bachelor's degree in business, HR, or equivalent
• Minimum of 7 years professional experience in HR, with at least 5 years of generalist experience including change management, organizational effectiveness/development, policy development and administration, recruitment/selection, compensation, employment law, positive employee relations, performance management, HRIS, and/or employee and management training/development.