HR Manager

Key Responsibilities 

Planning and monitoring Process:

• Leads the development and implementation of HR programs and initiatives at respective BU.
• Translates local business requirements into HR goals and actions, in line with the organization and facility strategic initiatives.
• Responsible for department and/or facility specific workforce planning by partnering with line managers in forecasting and planning their talent pipeline requirements in line with the function or business strategy.
• Utilizes knowledge of market trends that may impact future talent sources in the market, to facilitate talent acquisition strategies. Consults on recruitment, staffing needs, position.
• Designs and Manages new hire experience, onboarding, and orientation to align to business objectives and culture integration for new employees.
• Ensures compliance with regulatory standards by completing the onboarding process for all affected employees and maintaining all necessary paperwork.
• Collaborates with leadership to execute organizational development strategies in areas such as performance management, talent and leadership development.
• Trains and consults leaders on styles and behaviors that improve employee productivity and engagement. Facilitates formal training as appropriate.
• Identifies performance-related competency gaps and recommends appropriate correction. Engages with shared services on employee relations and separation issues as needed.
• Responsible for planning and coordinating of employee events, projects, and communication, utilizing employee experience partner for support.
• Promotes ongoing feedback mechanisms for employees to influence the continuous improvement of HR services and processes.
• Manages the development, implementation and monitoring of expenditures and addressing variances in human resources department budget. Demonstrates stewardship in facility resources.

Operation Excellence Process:

• Manages the execution of the HR duties related to HR programs and/or services.
• Spearheads compliance efforts related to regulatory standards, including generating written responses, reviewing data for accuracy, performing file audits, partnering with shared services document management team, and providing documentation to the appropriate authorities.
• Collaborates as needed on development, implementation, and communication of HR procedures and policies.
• Drives discussions related to workforce and organization design changes based on business needs, organizational capability, and provides recommendations.
• Serves as change agent, demonstrating the ability to influence, negotiate and gain buy-in at multiple levels within the organization.
• Drives employee engagement and change management activities. Coaches leaders through change management processes, advising them on the implications of short and long-term decisions, strategies, and large-scale change efforts that will yield sustainable business results.
• Advises the facility on HR programs, processes, policies and service delivery based on the HR operating model and strategic initiatives and programs. May serve as super user of HR technology systems.
• Monitors workforce data, collects and analyzes HR metrics, identifies trends, formulates insights, prepares reports and presentations, and makes recommendations to drive key business opportunities to influence and drive employee engagement, performance, retention, employee experience, and influence stakeholder and management decision making.
• Reviews analysis provided by various HR teams regarding market data, assigned pay grades, alternative options for use of existing job code, job descriptions, merit increases, etc. and provide consultative feedback. Provides recommendation on local compensation strategies and facility-specific compensation decisions.

Customer Satisfaction Process:

• Provides guidance for front line leaders to include but not limited to coaching, counseling, career development, policy interpretation and application.
• Establishes relationships in order to work as trusted partner and advisor to facility leadership.
• Maintains open communication in order to execute programs, services and solutions to enable successful achievement of facility and department business objectives.
• Advises on practices related to workforce planning and recruitment, leadership development, employee development and training, performance management and compensation reviews, career and succession, workforce analytics and organizational effectiveness within specific business unit(s) as designated.
• Boost employee morale by implementing performance-based bonuses
• Implements employee engagement programs and initiatives and collaborates with departments regarding HR strategies. Leads projects related to preparation and administration of programs for employee engagement and retention, such as preparing the Employee Direct Report List for the engagement survey.

Education

• Bachelor’s degree.

experience

• 7-10 overall experience with 3-5 years of experience in Software Development Industry.
• Experienced in employee performance management and competency to use the relevant tools
• Able to manage in a matrix organization