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Human Resources Manager

Basic Function:



  • Understanding the business client?s strategy and its organization.?

  • Determining the HR needs in the areas of Employee relations, organization design, staffing, talent and performance management objective setting, succession planning; training and communication.

  • Being accountable for the timely execution of all deliverables and delivery of the results.?

  • The primary responsibilities of this position include the areas of employee relations, organizational design, development & effectiveness; process improvement: performance management; corrective performance actions; staffing support; compensation program administration; affirmative action; legal and company policy compliance; HR policy interpretation and administration; training & development coordination; and special projects.

  • As a part of a collaborative HR team, the position provides HR services for all Revlon business units and provides support to other HR team members as may be required or asked for in support of overall Company business strategies and may be called upon to support additional clients and locations from time to time.



Responsibilities


Employee Relations:



  • Advise, coach and counsel line management on employee relations? issues, and formulate specific measurable actions to help them resolve issues, increase effectiveness, build relationships and achieve business goals with the primary focus being on improving the overall organizational effectiveness to achieve the Company?s business plan. Anticipates and responds to employee relations concerns. Identifies potential problem areas and works with managers to take specific actions to mitigate.? Develops and implements programs to improve employee commitment and communications.? Resolves ?issues in a fair and consistent manner.??


Training & Development:



  • Assesses training and development needs for employees and work groups, and develops effective written development activities in conjunction with clients and in budget.? Facilitates development activities for client teams.?Strategic Business Consulting:

  • Responsible at all times to know and understand Company?s business strategy and provide practical, business oriented HR counsel and services in support of that strategy.? Is responsible for providing HR guidance and strategic business consulting in the form of concrete measurable actions to client groups.? Provides support to clients in making appropriate business decisions.? Leads the assessment of organizational and employee impacts of potential business decisions.??


Workplace Improvement Strategies:



  • As a business partner, develops, in the form of concrete measurable actions, implements and drives workplace improvement strategies.? Drives resolution of organizational effectiveness issues, including team and leadership development, organizational design, workforce analysis & planning, business process improvement and departmental restructuring.? Regularly meets with key functional leaders to identify organizational needs.? Develops and is accountable for implementation of specific actions in support of business initiatives.?


Staffing:



  • Serve as liaison to Talent Acquisition, helping to develop recruiting strategies for open positions and ensuring that Job Descriptions are updated and evaluated by Compensation (if necessary) and ready for Talent managers. Establishes specific client expectations regarding anticipated hiring needs to ensure that high caliber candidates are brought into the organization for exempt and salaried non-exempt positions, meeting client/organizational expectations for time-to-fill and cost-to-fill.? Works with Talent Management and clients to plan and execute all details necessary to fill approved exempt and salaried non-exempt vacancies in conjunction with the site Affirmative Action Plan (AAP).


Performance Management:



  • Drives performance management actions within client groups, ensuring that employees receive accurate and timely performance feedback. Influence managers to take appropriate and consistent performance management actions to deal with performance deficiencies in the workforce.? Ensures that specific & actionable objectives are set and monitored within work groups.? Helps managers to identify developmental plans for subordinates, which enables them to improve critical skills for current and future job responsibilities.


?Compensation:



  • Works with Compensation function to develop specific actions to ensure that all compensation programs are effectively administered within authorized budget and time frames, including annual merit pay process, bonus plans, stock programs, incentive plans, job grading and evaluation processes, new hire offers, annual market reviews, retention issues, and equity concerns.?


HR & Corporate Policy:



  • Act as a liaison between the Corporate HR organizations and respective client groups, and promotes consistency in HR policies/practices in the client group. Provide Managers and Employees policy interpretation and act as liaison to Revlon employees to answer general policy and organizational questions as they arise. Recommend new approaches, policies and procedures to affect continual improvements in efficiency of the HR department and services performed. Manages compliance efforts in assigned client group for affirmative action, code of conduct, and other federal, state, local and company human resources and workforce regulations.


HR Program Administration and Employee Communications:


  • Partner with corporate HR functions, business partners and other key stakeholders to develop specific actions to ensure effective roll-out of HR programs and employee communications. Continually evaluate effectiveness of existing HR processes and recommend appropriate changes in all areas, including talent development, performance management, employee relations, staffing, and compensation. Works cross functionally to ensure that communication is effective and timely between all client and HR functions.


HR Coordination:



  • Leads the coordination of HR activities, particularly during peak periods, but also when needed to support the strategic priorities of the HR Department and the Company?s business strategies.? Focus on demonstrating teamwork within and outside the HR department in handling assigned responsibilities and activities.? Demonstrate leadership in performing assigned responsibilities, as well as suggesting improvements in current HR practices.?


Leading HR Team members:



  • Supervise, coach and develop HR Generalists assigned to the facility. Ensure appropriate coverage to support facility operations and reliable conduct of HR support to the business.? Provide feedback and guidance to HR team members to elevate team performance.? Manage objective setting and performance management reviews for assigned staff.





Requirements:



  • ?BS/BA in HR/Industrial Relations/Business or equivalent work experience; MBA or advanced degree preferred. PHR, SPHR or SHRM SCP designation preferred. Seven years experience required.

  • Strong business partnering capabilities; ability to create effective and productive work relationships.

  • Must have a sense of urgency and be action oriented.

  • Must have strong analytical and problem solving skills.

  • Must be able to provide hands-on HR support for both tactical and strategic business issues.

  • Must have strong organizational and project management skills.

  • Must have computer skills, including experience with Microsoft Word, Excel, PowerPoint and Lotus Notes.

  • Must have strong strategic thinking skills.

  • Must be flexible and capable of providing leadership in a fast-paced team environment.

  • Must be both creative and detail-oriented in ambiguous situations.

  • Must demonstrate a high level of accountability for results.

  • Must have strong execution and planning skills.

  • Must have a high level of business acumen.

  • Must have prior experience supervising HR professional staff.

  • Requires strong verbal and written communication skills and the proven ability to communicate effectively.


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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities


The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor?s legal duty to furnish information.





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