The successful candidate will provide both leadership oversight and individual contribution on a variety of human resources programs, policies, and practices that enhance the employee experience, expands the organization and minimizes corporate risk.
Directly accountable for the planning, orchestrating, and delivering of key business initiatives; candidate will have experience with the development of project charters, project plans, and risk planning.
Facilitate resolution of Human Resources issues in a timely manner and thrive in periods of intense activity. Responsible for coaching and directing performance management, employee relations, terminations and conflict resolution.
Facilitating the resolution of Human Resources issues in a timely manner and thrive in periods of intense activity. Responsible for coaching and directing performance management, employee relations, terminations and conflict resolution.
Plans, develops and implements quality monitoring processes for phone, chat and e-mail responses, monitoring at least one type of interaction for each Knowledge Advisor each month, in most circumstances .
Support the success of the organizations strategic business plan Coach and counsel leaders to optimize the human capital around employee engagement, organizational effectiveness, employee relations, change management, learning & development, and performance management.
Develops programs for orientation, training, performance appraisals, personnel development plans and succession planning; prepares documentation and reports on investigative activity and actions taken.
Lead the development, dissemination and interpretation of personnel policies and their implementation at the site, providing consultation to the management team on leadership initiatives. Provide independent insight into the impact of such initiatives on personnel.
Work closely with senior leaders and managers to provide expertise and hands on support in multiple areas including: workforce planning, on boarding, phase ins/phase outs, employee retention, employee relations, management coaching, performance management, terminations, and change management.
The incumbent must be able to translate business needs into effective strategies, design implementation plans to support those strategies, and drive the execution of those plans into tangible results to drive business performance.