HR Manager
Position Summary

The HR Manager is responsible for delivering and coordinating all human resource activities and initiatives for the entire organization. Support the management teams in assigned client groups to drive and engaging culture, define organizational needs, determine the training and development needs and strategy, determine hiring needs, resolve employee issues, and contribute to the achievement of the overall business objectives. This individual must possess the ability to quickly grasp the business objectives and strategies of multiple client groups and leverage human resources capabilities to support the achievement of those objectives.


  • Plan, develop, implement, and administer HR processes and programs that increase the productivity, competence, and effectiveness of assigned client groups.
  • Consult with business and/or functional leaders in areas such as organizational assessment, succession planning, organizational structure, workforce planning, and change management to strengthen overall organizational capability.
  • Ensure alignment of HR processes i.e. talent management reviews, performance management, compensation, leadership and employee development, etc. with business operating goals.
  • Counsel and/or coach employees and managers regarding employee relations issues including performance management, facilitation of formal/informal complaints to resolution, discipline and/or terminations in line with local culture and the business and legal environment.
  • Drive employee engagement and satisfaction through promotion of a positive company culture while balancing employee concerns with all levels of company goals.
  • Interpret employee engagement data for assigned client groups. Partner with client groups to enable them to drive their own action plans related to improving employee engagement.
  • Ensure effective talent management including assessment and development as the organization grows both organically as well as through acquisition. Assist managers in assessing and identifying resources to meet employee/departmental training needs and encouragement of employees to continuously develop their skills in their field of work.
  • Support acquisition integrations with communication planning, change management strategies, and guiding organization transitions.
  • Assist in the hiring of new employees by performing various recruiting activities in partnership with the talent acquisition team, including staffing coordination and job requisition management.
  • Manage the annual performance and salary reviews as well as market pricing evaluations, working with a compensation analyst.
  • Remain up-to-date on relevant country and state/province employment laws and other human resources compliance issues. Update management on policies/processes as necessary.
  • Responsible for oversight and coordination of any regulatory requirements.
  • Possess an understanding of employment law and diversity/EEOC compliance and promotion.
  • Responsible for ensuring the accuracy of client group information by helping to audit, maintain, and update employee databases. Provides management with relevant reports as needed.
  • Participate and/or lead HR projects focused on continuous improvement of core programs and services.
  • Act as a liaison to Benefits and leave management team to properly manage employee leaves of absence.
Education Degree
  • Bachelor’s Degree in Human Resources or Business
Required Experience
  • 5 to 7 years of progressive Human Resources generalist experience with 2-3 years servicing in an HR Manager or Business Partner capacity supporting one or several business groups. Experience should include working at a larger multi-national company.
  • Demonstrated success translating business goals into organizational and HR strategies and actions.
  • Comprehensive HR experience, including a complete understanding of and hands-on exposure to the full mix of HR functions (preferably in a large, complex corporate environment).
  • Experience working across a complex organizational matrix and working in a team environment.
  • Experience with Success factors or similar HRIS preferred, leveraging an employee and manager self-service model.
  • A track record of positive results and an ability to show how his/her programs and policies have contributed to the effectiveness of an organization while enhancing or driving cultural change and employee engagement.
  • He/she should be someone whom is sought out for their opinion and advice and who can forge and maintain close relationships across all constituencies.
  • Strong analytical skills with advanced knowledge of Microsoft Word, Excel, PowerPoint, and Outlook.

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