Manager of HR/Talent Development

Executive, Professional
Rockford
Posted 1 month ago

ARE YOU….

  • Experienced in working in a PROFESSIONAL SERVICES environment?
  • Able to DEVELOP and EXECUTE  STRATEGIC HR plans to align with organizational priorities?
  • Able to develop and EXECUTE A COMPREHENSIVE TALENT ACQUISITION/DEVELOPMENT AND RETENTION STRATEGY?
  • At home in a FAST-PACED environment?
  • WILLING TO LEARN the business?
  • Able to demonstrate EFFECTIVE LEADERSHIP?
  • Adept at DELIVERING PROFESSIONAL PRESENTATIONS to owners/stakeholders?
  • SHRM/PHR certified (preferred)

Job Summary

Function as a fully integrated strategic business partner to the firm’s operation by providing comprehensive human resources consultation and full-cycle HR support services with the purpose of maximizing the effectiveness of staff to achieve the firm’s strategic objectives.

Essential Functions

Strategic Business Partner

  • Articulates an understanding of the firm’s business goals, strengths, and opportunities
  • Advises managers in establishing clear standards for excellent performance (e.g., job descriptions, competencies)
  • Analyzes information/trends from various sources such as exit interviews, employee surveys, etc., and makes recommendations for improvements.
  • Actively seeks/recommends and participates in cutting-edge staff retention programs.
  • Ensures the people perspective is represented in business decisions so implications to the workforce are understood.

Staffing & Retention

  • Identifies current and anticipated staff/talent needs collaboratively with managers.
  • Makes continuous improvements in the hiring and onboarding processes.
  • Ensures an effective screening/interviewing/selection process that results in hiring top-tier staff/talent.
  • Regularly monitors recruitment statistics/trends for effectiveness and makes recommendations for improvement.
  • Collaborates with leadership in the use of succession management tools and processes.

Coaching & Consulting

  • Helps managers create, communicate, and consistently apply performance development best practices, including Performance Improvement Plans
  • Uses good judgment in sharing information and maintaining the confidentiality
  • Provides advice that leads others to act in new, more productive ways.

Compliance

  • Provides effective direction on the interpretation and application of the following: HR policies and procedures; FLSA, FMLA, ADA, EEO, Sexual Harassment.
  • Ensures the Employee Handbook is current and updated regularly.

HR Service Delivery and Development

  • Leads selection and management of the firm’s HRIS systems.
  • Leads design and selection of the firm’s employee benefits programs. Manage annual renewal and open enrollment process.
  • Continually searches for and makes recommendations for streamlining processes and eliminating non-value-added tasks to better meet customer needs.

Learning and Talent Development

  • Source/develop training for soft skills and technical skills, implemented via various learning methods (e.g., coaching, job-shadowing, online training).
  • Define career pathways with competencies. Ensure training programs are in alignment with competencies.
  • Develop programs to help staff develop along career pathways.

Compensation, Rewards, and Recognition

  • Maintains a listing of approved organizational positions along with assigned salary grade levels.
  • Performs market compensation analyses and presents recommendations for adjustments as identified.
  • Develops, promotes, and manages rewards and recognition programs.

HR Operations

  • Effectively refers/assists staff with questions regarding the following issues: Health Plan Coverage (Medical, Dental, Vision and Prescription Drug Plans) Dental; Life insurance; Compensation; STD/LTD; Other benefit programs.
  • Oversees and processes staff compensation changes.
  • Fully manages claims for unemployment insurance.
  • Manages short-term and long-term disability and other leave of absence programs, including claims processing and follow-up.
  • Manages the process and documentation for staff terminations.
  • Responds to questions about the Employee Handbook and company policies.
  • Initiate audits of benefit programs, and other HR processes to ensure proper execution.
  • Completes periodic reporting required by various government agencies (e.g., Department of Labor, EEOC, etc.)

Work Conditions

  • Office environment

Qualifications, Education, and Experience

  • Bachelor’s Degree
  • 5 to 7-years of experience in progressive HR leadership roles
  • Experiencing leading and managing a team

Knowledge, Skills, and Attitude

  • Approachable, personable, likable, and accessible.
  • A can-do attitude with a strong desire to drive process improvement.
  • Excellent written and verbal communication skills
  • Ability to meet deadlines, multi-task, and prioritize projects.
  • Ability and desire to embrace and manage change.
  • Ability to learn quickly, establish credibility, and influence others.

Job Type: Full-time

Email your resume with cover letter to Cheryl Church.

Job Features

Job CategoryFull Time

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