HR Manager

Role Summary

The HR Manager is responsible for helping to drive People Plans for their assigned Region/Department including coaching/guidance to Leadership to sustain engagement and increase workforce productivity. This role will work closely with the Human Resources Director, the HR Centers of Excellence and with executives and managers within the unit to develop, implement, and evaluate HR policies, programs, functions, and activities. The HR Manager will provide advice, counsel and support to their internal client groups in the areas of talent management and development, employee engagement, satisfaction and retention. This position will be responsible for driving and executing a variety of HR programs including Corporate Relocation, Leave Administration and handling complex employee relations issues. All activities will be performed in support of the strategy, vision and values of JE Dunn.

• Autonomy & Decision-Making: Makes decisions on non-routine matters, provides recommendations to supervisor, and refers all exceptions to supervisor.
• Career Path: Senior HR Manager

Key Role Responsibilities - Core

HR MANAGEMENT FAMILY - CORE

• Works closely to ensure development, and implementation of programs and policies are aligned with strategic objectives.
• Assists with the implementation of the HR cyclical calendar of events throughout the year. This includes but is not limited to goal setting, annual benefit enrollments, well-being initiatives, end of year performance evaluation and aligned rewards.
• Facilitates activities relating to specific development initiatives for the Region/department to grow talent.
• Responsible for investigations and resolution of employee relations issues, conflicts in work groups, etc., and anticipates problems whenever possible, and develops, recommends, and initiates appropriate steps for resolution.
• Provides ongoing HR support, guidance, and coaching/counseling to managers regarding people plans and programs.
• May be responsible for administration of a variety of programs and processes for their assigned groups including leave administration, exit interviews, HR policies, engagement, new employee orientations, campus activities, and recognition.
• Utilizes data and insights to drive business decision making.
• Understanding and application of employment law and practices.
• Completes special projects by clarifying project objective; setting timetables and schedules; conducting research; developing and organizing information; fulfilling transactions.
• Works with the business unit to understand staffing needs and partners with the Talent Acquisition Team to support recruitment and retention efforts.
• Partners cross-regionally to ensure consistent One Dunn approach to execution of programs and policies.
• Collaborates to ensure HR practices are aligned with business needs; make recommendations when changes are appropriate.

Key Role Responsibilities - Additional Core

HR MANAGER

In addition, this position will be responsible for:

• Provides guidance and coaching to assigned clients on issues related to all areas of human resources management including, but not limited to employee relations, performance management, company policies, compliance, development, engagement, retention, leaves and accommodations.
• Provides performance management guidance to respective client teams (coaching, counseling, development, disciplinary actions). Advises on matters pertaining to performance improvement plans and disciplinary actions.
• Reviews, researches and analyzes employee engagement survey results and other trends to identify opportunities for improvement. Partners with the business units and other corporate services to develop, implement and support strategy and programs to improve employee engagement, satisfaction and retention.
• Assists with and/or leads development, coordination, support, and implementation of targeted HR initiatives including relocation, leave administration, exit interviews, HR policies, engagement and recognition.
• Conducts exit interviews to gain understanding of and feedback related to the exiting employee's experience. Analyzes exit data to identify trends and address areas of potential concern.
• Provides input and feedback that enhances the delivery of existing programs and processes.
• Maintains strict confidentiality of personal, medical and proprietary information.
• Assists with complex investigations and employee relations issues.
• Partners with the business leadership team to administer corporate policies and programs related to HR; provides input for the design and development of companywide HR initiatives and programs.
• Understands vision for change and supports innovative and comprehensive change management strategies.
• Recognizes, and deals effectively with existing or potential conflict/exposures, at the individual or group level.
• Demonstrates knowledge of employment law and regulations to minimize risk.
• Ensures compliance with state, local, and federal guidelines and policies to protect the business and its employees.

Knowledge, Skills & Abilities

• Ability to perform work accurately and completely, and in a timely manner
• Communication skills, verbal and written
• Ability to conduct effective presentations
• Ability to effectively communicate with customers 
• Organizational skills
• Listening skills
• Ability to deliver quality through attention to detail
• Proficiency in MS Office – Intermediate
• Ability to learn and use a variety of software, tools and systems necessary to meet business needs – Intermediate
• Thorough knowledge of organizational structure and available resources
• Ability to quickly and effectively solve complex problems
• Thorough knowledge of HR procedures and policies
• Demonstrates business acumen and the ability to partner to create people strategies which position the business to win
• Influencer and change champion with proven ability to initiate and sustain change at the individual, project and enterprise level
• Capability builder with demonstrated experience designing HR solutions which create and sustain a differentiating culture
• Technology proponent who uses information to improve decision-making and drive operational efficiency
• Business partner with a reputation for creating business value through their consistent delivery and proactive stance on business and HR issues
• HR innovator and integrator who delivers and executes solution-focused HR practices
• Strong emotional intelligence and ability to approach sensitive issues with empathy
• Self-motivated, demonstrates initiative, accountability and ownership of work and outcomes
• Ability to build relationships and collaborate within a team, internally and externally

Education

• Bachelors degree  in human resources or related field (Required)
• In lieu of the above requirements, relevant experience will be considered

Experience

• 5+ years human resources generalist experience (Required)
• Experience leading large scale HR project initiatives
• Employee relations and employment law expertise

Working Environment

Benefits Information

The benefits package aligned to this position is Professional Non-Union. Please click the link below for more details.

Click here for benefits details.