Duties/Responsibilities:

• Assess and anticipate human resources-related needs
• Identify training needs and create or procure a professional development curriculum
• Monitor training programs to ensure that training objectives are met
• Provide input on workforce and succession planning as well as plans business unit restructuring
• Develop and nurture partnerships through human resources to bridge the divide between management and employees
• Maintain awareness of the culture, plans, financial position, and competition of the business units under the HR purview
• Conduct weekly meetings with operations staff to check in with each business unit
• Consult regularly with management and provide guidance when appropriate
• Collaborate with colleagues in the human resources department to develop policies, programs, and solutions
• Analyze data trends and metrics to inform business decisions
• Mediate and resolve employee relations issues; conduct thorough and objective investigations when necessary
• Find ways to build morale, improve workplace relationships, and boost productivity and retention
• Ensure regulatory compliance with legal requirements pertinent to the day-to-day management of employees; collaborate with the legal department when necessary
• Consults with line management, providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Develops contract terms for new hires, promotions and transfers.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• Performs other related duties as assigned.

Qualifications

Required Skills/Abilities:

• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Proficient with Microsoft Office Suite or related software.

Education and Experience:

• Maximum of 3 years of experience resolving complex employee relations issues.
• Knowledge and Past Experience in Organization structure strategy and HR management
• Project management capabilities including ability to manage resources and stakeholders, and communicate in large and small groups. Experience in leading teams of blue-collar jobs is a plus.
• Effective in Addressing Change and Transformation
• Ability to Identify and Develop Leaders
• Exceptional Networking and Relationship-Building Acumen
• Effective Communication Skills among Diverse Audiences
• Proficient with Microsoft Office Suite or related software.
• Bachelor’s degree in Human Resources preferred.
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment. Membership of CIPM is mandatory.

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