Senior Manager, Human Resources

Agency:
Omnicom Corporate

Job Function:
People and Culture

Job Subfunction:
People and Culture Business Partner and Generalist

Job Description:

We are seeking a Senior Manager, Human Resources, with strong HR business partnering background and demonstrated success supporting complex organizations in dynamic, fast-paced environments. This position serves as a strategic partner to business leaders and provides both strategic and operational HR leadership across multiple client groups within key corporate functions. The Senior Manager will support the company's values, inclusive culture and business objectives.

Based at our NY corporate headquarters, the ideal candidate will be comfortable partnering with leaders at all levels within the organization including senior executives, to lead people initiatives related to organizational effectiveness, employee relations, talent management, workforce planning, organizational design, change management, leadership coaching, and compensation planning.

This individual will thrive working as part of a collaborative global HR team and will play a critical role in shaping talent strategies, organizational effectiveness, and employee experience across the organization.

This role requires in-office presence three days per week, to engage and collaborate in-person.

Essential Functions:
• Serve as a trusted advisor, coach, and strategic partner to leaders and employees across assigned business groups, providing guidance on a broad range of human resources matters.
• Partner with senior business leaders to develop and execute people strategies that support business objectives, growth initiatives, and organizational effectiveness.
• Lead complex employee relations matters, performance management issues, reorganizations, reductions in force, and terminations in partnership with HR leadership and Employee Relations COE.
• Provide thought leadership and guidance on organizational design, workforce planning, succession planning, and talent assessment initiatives.
• Partner with leaders to identify talent gaps and develop strategies to attract, retain, and develop high-performing and diverse talent.
• Advise leaders on organizational design, promotions, and workforce planning decisions, leveraging workforce data and trends to drive informed talent and business decisions.
• Partner with Talent Acquisitions COE to develop effective recruiting strategies and ensure strong candidate selection and experience.
• Collaborate with Global Mobility COE to support employee mobility needs, providing guidance to leaders and employees on immigration-related matters to facilitate effective case management.
• Oversee the full life cycle of employee engagement, starting with onboarding; partner with Operations COE, employees and leaders to ensure employees are set up for success.
• Partner with Compensation COE to make comp package recommendations to leaders for open positions, promotions, or role changes.
• Analyze workforce trends and people metrics to provide insights and recommendations that drive business performance and inform decision-making.
• Collaborate with Learning & Performance COE to identify talent development opportunities, champion initiatives, and drive adoption of development programs to facilitate a culture of continuous learning, growth, and high performance.
• Lead change management efforts associated with organizational transformations, business realignments, and enterprise initiatives.
• Proven understanding of how to make data-driven talent decisions and recommendations.
• Develop, interpret, and implement HR policies, programs, practices, and process improvements, ensuring consistency, alignment, and operational effectiveness across client groups and legacy organizations where applicable.
• Identify and proactively mitigate employee-related risks, escalating matters as appropriate.
• Partner closely with HR Operations COE to ensure transactions are routed and approved accordingly. Ensure integrity of data and approval flows.
• Champion, lead and contribute to cross-functional and enterprise HR projects and initiatives, acting as a key partner across the HR organization.
• Develop and deliver clear, timely HR communications that support employee engagement, policy awareness, organizational updates, and understanding of HR programs and initiatives.
• Provide consultive guidance on the adoption and utility of self-service tools and resources, while responding to employee handbook and policy-related inquiries.
• Mentor and support junior HR team members and provide guidance on HR best practices, as appropriate.
• Ensure compliance with all applicable federal, state, and local employment laws and regulations.

Education, Skills and Experience Requirements
• Bachelor's degree required.
• Professional HR certification, a plus.
• 8+ years of progressive Human Resources experience, including significant HR Business Partner experience supporting senior leaders.
• Demonstrated experience influencing and advising senior leaders on complex people-related matters.
• Proven success leading organizational change, talent initiatives, and workforce planning efforts.
• Working knowledge of U.S. employment-based immigration processes to support sponsorship, work authorization, and employee mobility needs.
• Strong business acumen with the ability to align HR strategies to business objectives.
• Excellent leadership, consulting, relationship-building, and stakeholder management skills.
• Strong analytical and problem-solving skills, including the ability to leverage workforce data and insights.
• Strong knowledge of federal, state, and local employment laws and HR best practices.
• Outstanding verbal, written, and presentation communication skills.
• Ability to manage multiple priorities and operate effectively in a fast-paced environment.
• Self-motivated, resourceful, and adaptable with a continuous improvement mindset.
• Proficiency with Workday and Microsoft Office Suite.

US Salary Range

$110,000 - $125,000 USD

Where an employee or prospective employee is paid within this range will depend on, among other factors, actual ranges for current/former employees in the subject position; market considerations; budgetary considerations; tenure and standing with the company (applicable to current employees); as well as the employee's/applicant's background, pertinent experience, and qualifications.

Benefits of Joining:

One of our primary goals is to support the health and well-being of you and your family. Our compensation plan includes the following benefits, in addition to many others:

• Healthcare Options
  • Medical
  • Dental
  • Vision
  • Prescription
• Dependent and Health Care Flexible Spending Accounts
• 401(k) Savings Plan
• Paid Time Off
• Employee Assistance Program
• Legal Assistance Plan
• Tuition Education Assistance
• Employee Stock Purchase Plan
• Exclusive discounts on electronics, gyms, and everyday purchases

A Quick Note on Email Safety
We care about your candidate experience and want to make sure you feel confident communicating with us. All official emails from our recruiting team will only come from the domains [redacted].com -never from generic platforms like Webex. Your first interview will always be with a real person on our team, not an automated system. If something feels off, we encourage you to double-check before replying.

To the extent permissible by local law, Omnicom's policy requires employees to work in the office for a minimum of three days a week, unless additional in-office days are directed by their agency or manager.

Link to Recruitment Privacy Notice: https://www.omc.com/privacy-notice