This position serves as an HR Generalist/Business Partner and business consultant for the Financial Institutions Manufacturing division of Idemia. The HR Generalist/HR Business Partner is responsible for working with their direct manager, and various Senior Executives assigned area to their area of responsibility. This position will include various components of day to day HR tasks including but not limited to: Performance Management, Labor Relations, Training & Development, Employee Engagement Programs, Succession Planning, Project Management, HR Compliance, Worker’s Compensation/Safety. This role is critical in executing HR strategy to support business objectives. The role will be expected to not only provide strategic leadership and influence, to engage clients in solving challenges using effective human capital management strategies but will also ensure the business has the tools and skills necessary to meet the organization’s business goals and mission.
Additionally, the HR Generalist/Business Partner will actively collaborate with HR Centers of Expertise to deliver HR programs on organizational design, management development, and employee performance management trainings that are designed to meet organizational and performance goals. This position also partner’s with the Talent Acquisition and Total Rewards teams on recruitment, career development and compensation and benefits programs. The ideal candidate will possess well-rounded knowledge and prior experience as an HR generalist, familiar with every discipline within HR to formulate workforce strategies that meet organizational goals and develop strategic solutions on employment-related issues. The HR Business Partner also provides day-to-day employee assistance. This position would be located in a manufacturing/production Union worksite. The workforce supported is mixed between exempt level employees and non-exempt, individual contributors whose experience levels range from entry level to senior management.
UNION/LABOR HR EXPERIENCE IS REQUIRED FOR THIS POSITION.
ESSENTIAL JOB FUNCTIONS:
HUMAN RESOURCES STRATEGY
- Must have working knowledge of all human resource functional areas and ability to manage employee relations, communications, EEO/AAP compliance.
- Provide expertise, guidance and support in the areas of culture and change management
- Thorough understanding of the Company's business challenges, and able to articulate the Company's position in a positive and effective manner, requiring excellent business acumen.
CORPORATE CULTURE DEVELOPMENT AND EMPLOYEE COMMUNICATIONS
- Ensure effective communications throughout the group on business developments and progress, organizational changes, and relevant industry developments.
- Identify areas of the business where you can help make a positive mark by identifying, prioritizing, creating and leading various HR projects and initiatives.
- Engage and help lead employee communications related to change management initiatives.
- Maintain knowledge of labor/union issues and best practices in order to promote positive labor relations. This includes working in union environment, understanding & managing through a CBA.
- Monitor employee climate to identify issues/trends and develop recommendations for problem solving with business units as appropriate. Develop solutions to implement with the business units.
PERFORMANCE MANAGEMENT
- Ensure performance issues are addressed and documented in timely and appropriate fashion.
- Responsible for taking action to ensure that all employment practices under his/her control, including hiring, promotions, demotions, and discipline are conducted in compliance with equal employment opportunity laws and Company policy.
- Conduct employee related investigations and make recommendations that are in compliance with Company standards and employment laws. Engage legal department on all critical issues.
- Coordinate the performance management function for business unit and provide coaching to managers in the implementation of performance evaluations and performance improvement programs.
- Provide clear and effective counsel to management on all HR issues, including performance feedback, progressive discipline, and employment law.
COMPLIANCE WITH FEDERAL AND STATE LABOR LAWS
- Minimize business risk and enhance the company culture by ensuring that all levels of management are trained on and are complying with HR policies.
- Work to support all Affirmative Action and government requirements (Federal, State and local), related to hiring, promotions and terminations for the business unit.
POLICY AND PROCEDURE MANAGEMENT
- Implement and manage HR policies and procedures, provides advice and counsel to executives, managers and employees of assigned functional area.
- Recommend new approaches, policies and procedures to effect continual improvements in efficiency and services performed.
TALENT MANAGEMENT AND RETENTION
- Create and drive organizational development initiatives and opportunities.
- Contribute to, develop and sustain a culture where teamwork and high levels of employee engagement, reward and recognition are leveraged to drive "in the moment" problem solving and maximize retention.
- Partner with executive VP and managers to lead the ongoing talent review process. Assess and identify high performing / high potential leaders and workers, to ensure succession and development plans are in place.
TRAINING
- Coach leaders and managers to develop and enhance their leadership and management effectiveness, demonstrating alignment with Company values.
- Assist the Learning and Development team to coordinate and deliver training related to new and ongoing programs, processes and other HR initiatives.
TALENT ACQUISITION
- Partner with Talent Acquisition team and managers to support recruitment process for all positions within the assigned business unit.
- Strategize with hiring managers to recommend and determine appropriate staffing and hiring requirements
- Work with the hiring manager to create, review and update job descriptions for each requisition.
- Conduct interviews and evaluate candidates with hiring managers
- Ensure the hiring managers are coached and guided to make necessary business and staff- related decisions in a timely and legally compliant manner.
- Make effective use of the Orientation Program for all new employees and ensure that employees understand all relevant employee programs.
COMPENSATION AND BENEFITS
- Assist in the administration of merit increases, promotions and bonus programs to ensure effective communications through assigned business groups.
- Assist with open enrollment processes, employee benefit inquiries etc.
- Administer Worker’s Compensation Claims, FMLA, STD and other leaves of absences.
- Maintain working knowledge of employee benefits programs.
- Ensure performance management plans related to compensation are supported and administered in a manner consistent with business and organizational goals, and that performance management activities are ongoing and aligned with pay for performance culture.
Note: In addition to the Essential Functions, also performs similar work-related duties as assigned.
Required Skills
- Possess initiative, creativity and outstanding written and verbal communication skills.
- Excellent interpersonal and coaching skills along with the ability to work effectively with all levels of the organization.
- Ability to work in a fast-paced environment, managing multiple projects and assignments simultaneously.
- Self-directed and motivated. Take initiative to identify and anticipate client needs and make recommendations for implementation.
- Strong communication skills, both written and oral.
- Demonstrated ability to lead teams, develop people, and influence direction and outcomes.
- Ability to coach managers and employees in handling difficult situations.
- Excellent interpersonal skills with strong listening skills and the ability to provide timely responses to requests and issues.
- Strong analytical and problem solving skills; ability to assess situations and make sound judgments based on practice or previous experience.
Required Experience
Bachelor’s degree in HR, Business or Finance with a minimum of 10 years progressive Human Resource experience, or an equivalent combination of related education and experience.
Minimum of 5 years’ experience managing Human Resources processes for employees in a Union environment (preferred but not mandated).
Strong interpersonal skills and the ability to create and maintain collaborative work relationships within the organization at various levels.
Must possess excellent verbal, written and communication skills.
Demonstrated problem solving and project management skills.
Knowledge of HRIS systems, basic HR measurement, and process improvement techniques required.
Business and financial acumen, as well as general HR functional knowledge.
Microsoft: Intermediate level skills in Outlook, Word, Excel and PowerPoint and the ability to learn additional programs as needed.
General working knowledge of HRIS related systems.
PHR or SPHR preferred.
Experience as a key participant in contract negotiations with unions preferred.
TRAVEL REQUIREMENT, WORKING CONDITIONS AND PHYSICAL DEMANDS:
- Occasional overnight travel may be required.
- General office environment. The work area is adequately lighted, heated, and ventilated.
- Office environment where the employee may sit comfortably to do the work. Some walking, standing, bending, reaching, and carrying of light items such as papers, books, small parts; driving an automobile, etc. Requires eye-hand coordination and manual dexterity sufficient to operate a keyboard, photocopier, telephone, and other office equipment.