Responsible for aligning business objectives with employees and management for designated business groups. Establishes partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Typically supports two or more business groups of increasing complexity.
- Meets regularly with respective business group leaders to stay informed of the needs of the group as well as inform the group of HR initiatives.
- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance, may consult with legal team as appropriate on extremely complex or high-risk issues.
- Provides guidance and input to managers on performance management, evaluation, compensation, recognition programs and training.
- Interprets human resources policies for supervision, counseling employees concerning work related problems.
- Manages and resolves complex employee relations issues and conducts effective, thorough and objective investigations.
- Conducts research, analyzes data and prepares recommendations on assigned projects.
- Partners with the broader HR team, shares best practices to enhance the effectiveness and performance of the HR team.
- Participates in the orientation of new employees and conducts exit interviews within key projects to better understand attrition trends, making recommendations on how to address attrition issues.
- Recommends strategies to motivate and engage employees and supports change management and culture initiatives.
- Actively participates in the implementation of processes and strategies related to career development, staffing initiatives, employee relations, workplace ethics and performance management.
- Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
- Supports training needs for various programs and may deliver (or coordinate the delivery of) non-operational training.
Minimum Qualifications- Bachelor's Degree in Human Resources, Business Administration or related field or equivalent experience.
- PHR, SPHR, or related HR Certification preferred
- 5-10 years of experience in Human Resources or a specific HR discipline.
Other Job Specific Skills- Strong verbal and written communication skills, including presentations and training.
- Experience developing, implementing, and supporting HR programs, policies, practices and procedures.
- Consulting skills required, including the ability to understand internal client business needs and to explain Human Resources processes and principles to managers and employees.
- Tactfulness and self-confidence to appropriately maintain employee confidential information.
- Ability to manage multiple projects and priorities in a matrixed organization.
- Must have strong facilitation, persuasion, and listening skills.
- Must have the ability to proactively research and review labor laws, regulations, and policies, and recommend courses of action.
- Must demonstrate a high level of adaptability, a high tolerance for ambiguity, and be able to lead and manage change throughout the organization.
- Establish credibility and maintain positive relationships with employees and managers at all levels of the organization.
- Experience conducting and investigating employee relations issues to closure.
- Ability to work independently or as a team and effectively manage time.
- Experience using HR related AI Tools
Compensation RangesCompensation ranges for ASM Research positions vary depending on multiple factors; including but not limited to, location, skill set, level of education, certifications, client requirements, contract-specific affordability, government clearance and investigation level, and years of experience. The compensation displayed for this role is a general guideline based on these factors and is unique to each role. Monetary compensation is one component of ASM's overall compensation and benefits package for employees.
DisclaimerThe preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job.
