Urban Science

HR Manager

US-TN-Franklin
1 month ago
Job ID
2017-3796
# Positions
1
Category
Human Resources

Overview and Summary

The HR Manager oversees strategic human resource initiatives and processes in one or more offices or business groups.  He/she acts as a full business partner to management in helping to define HR strategies that align the needs of employees with the organization and clients.  The HR Manager has a critical role in helping to influence the desired office culture, leadership culture and working environment.

 

This position will be located in Nashville, TN with frequent travel to New Jesey (NYC area), Virginia (DC area), Atlanta, GA and Detroit, MI.

Essential Duties and Responsibilities

Organizational Effectiveness:

  • Acts as a strategic business partner and ensures that HR tasks are aligned with and fully supporting the needs of the business, including but not limited to, active involvement in business meetings, organizational planning sessions, budgeting meetings and labor planning.
  • Partners closely with management and employees to help improve work relationships and resolve work related problems, as well as create strategies to increase morale, productivity and retention in order to maximize organizational effectiveness.
  • Advises business leaders on organizational design, including but not limited to, evolution and development plans of the organizational structure and change management plans.
  • Partners with and advises business leaders regarding eNPS (internal employee satisfaction), including but not limited to, survey results analysis, creation of action plans, presentation of action plans, and carrying out and updating action plans in order to effectively address areas of concern for employees and increase overall employee satisfaction.

 

Employee Development:

  • Partners with the business by providing the necessary resources and guidance to manage the development of employees, including but not limited to, coaching on performance reviews, performance management plans, goal setting, career ladders, career plans and the systems and tools utilized for these processes.
  • Partners with and advises business management regarding performance management counsel to employees, including but not limited to, coaching, counseling, performance improvement plans and disciplinary actions.

 

Talent Acquisition:

  • Partners with the recruiting team (if applicable) and hiring managers to develop pro-active staffing and recruiting strategies that result in the selection and hiring of Best-in-Class employees, including but not limited to, job analysis, job posting, utilization of applicant tracking system (iCIMS), candidate assessment, selection, generating and delivering offers, and post-hire activities (in some offices/regions where is there is no recruiter, the HR Manager is fully responsible for recruitment activities).
  • Responsible for facilitating the local and global relocation activities by coordinating the planning, execution and monitoring of activities for employees transferring between offices.
  • Partners with external legal counsel to manage the immigration needs of employees, including but not limited to visa renewals, expatriation assignments, and green card processes.

 

Employee Relations & Employment Law:

  • Facilitates the resolution of employee relations issues in partnership with business management.
  • Responsible for conducting thorough and objective HR investigations in a timely manner.
  • Abides by all local and national employment laws and advises business management on employee related legal and policy matters including, but not limited to, equal employment opportunity, harassment, disability, leave laws, wage laws, etc.  Will refer matters outside of one’s scope to a Sr. HR Manager or legal counsel.
  • Ensures all employment actions are in compliance with company standards and local/national laws.
  • Responsible for managing the separation process including employee terminations, separation paperwork and exit interviews.

 

Total Rewards:

  • Partners with business leadership and in conjunction with Corporate Finance, to complete annual labor budgets, workforce plans, bonus, merit, equity and promotion recommendations.
  • Partners with Corporate HR to ensure local compensation practices are aligned with the needs of the business and competitive with the local market.
  • Partners with Corporate HR in reviewing and recommending local benefit strategies that provide competitive benefit packages to attract and retain Best-In-Class employees. 
  • Ensures benefit programs are administrated in a timely and high quality fashion.  Benefit programs may include: health insurance, life and disability insurance, car allowance, tuition reimbursement, retirement programs, local social insurance programs, flexible spending programs and others (benefit programs differ by location/geography).

 

Learning:

  • Partners with the Learning team and the business to assist in identifying, creating and/or delivering learning programs that fit business needs.
  • Partners with the Learning team and the business to support Certification Program activities within the local office that results in achieving the targeted certification goals.
  • Partners with the Learning team in providing employee support in the utilization of the internal web-based training system (Urban Science University).

 

Administration:

  • Responsible for reviewing and updating job descriptions, compensation bands, and titles within a particular business function to ensure accuracy and alignment with corporate standards.
  • Oversees the maintenance of accurate and complete human resource records, including but not limited to, personnel records, time-off schedules, turnover data, training records, etc.  Submits appropriate documents to the Corporate HR office in a timely manner (activities vary by office/region).
  • Manages and oversees the new hire orientation process ensuring that new employees are welcomed, educated and guided appropriately at Urban Science (may include the following: pre-employment paperwork, post-employment paperwork, new hire orientations, local office/team orientations and new hire lunches; activities vary by office/region).
  • Responsible for the administration of local employee based programs (may include the following: recognition program, wellness program, employee team building activities, etc.; activities vary by office/region).
  • Advises Corporate HR of changes in local employment laws and provides updates to the Employee Handbook when necessary.

 

Management Responsibilities:

May have management responsibilities of HR or administrative staff which would include all aspects of RSTMM (recruit, select, train, manage, motivate) including the following:

  • Interviewing & selection
  • Setting objectives
  • Conducting performance appraisals
  • Assigning and prioritizing work
  • Approval of timesheets
  • Establish and maintain quality, quantity and timeliness of work
  • Employee development, career planning and promotions
  • Oversee training
  • Coach, mentor, manage and motivate
  • Interpret and carry out established corporate policy, including disciplinary procedures

Qualifications - Education and Experience

  • Employment Law:  Strong knowledge and applicability of state and federal or local employment laws and their applicatio
  • HR Policy:  Strong knowledge and applicability of HR policies, procedures and practices
  • Computer Skill:  Strong computer skills required including MS Outlook, Word, Excel, PowerPoint & Visio
  • Project Management:  Ability to define work plans, delegate work, monitor progress and report schedule variances and scope changes
  • Budgeting/Finance: Ability to analyze and interpret budgets and ability to understand and interpret internal financial concepts (i.e., revenue, profit, NOC, NPBBT, etc.)
  • Verbal Communication:  Ability to compose and verbally deliver information of varying levels, using appropriate grammar, tone, inflection and non-verbal cues (e.g., eye contact, facial expressions, body movement) to achieve desired communication results, while also listening to and correctly deciphering verbal communication delivered by others.
  • Written Communication:  Ability and capacity to communicate ideas, facts and data in writing using appropriate grammar, syntax and sentence structure.
  • Analytical Thinking:  Ability to understand a situation by breaking it apart into smaller pieces, and/or tracing the implications of a situation in a step-by-step causal way.
  • Conceptual Thinking:  Ability to understand a situation or problem by putting the different pieces together to see the bigger picture.  This includes identifying patterns or connections between situations that are not obviously related as well as identifying key or underlying issues in complex situations.
  • Results Oriented:  Responsibility for timeliness, commitment to task and adherence to performance standards.
  • Information Seeking:  Ability and desire to know more about people, issues or events related to work;  making a concerted effort to get more information rather than accepting situations at face value; seeking to gain development opportunities for one’s own professional growth.
  • Initiative:  Ability to take action and do more than is required or expected in the job to improve or enhance job results and avoid problems; finding or creating new opportunities that positively affect strategic results of the team, department, office, or organization.
  • Concern for Order, Quality and Accuracy:  Ability and drive to reduce uncertainty in the surrounding environment by monitoring and checking work, information, and insisting on clarity of roles and functions, as well as setting up and maintaining systems of information; exceptional attention to detail required.
  • Ethics & Integrity:  Ability and genuine desire to act in a trustworthy & transparent manner, while also carefully considering the confidentiality of information; understanding the impact and consequences when making decisions and taking action.
  • Interpersonal Understanding:  Ability and genuine desire to understand other people, including unspoken or partly expressed thoughts, feelings and concerns, and a genuine desire to value individual differences in people (cultural, philosophical, racial, religious, gender, lifestyle, etc.)
  • Teamwork & Cooperation:  Ability and genuine intention to work cooperatively with others and be part of a team, as opposed to working separately or competitively to further one’s own agenda.
  • Consulting & Customer Service:  Ability and genuine desire to help or serve internal customers and meet their needs.
  • Self-Control:  Ability to keep emotions under control and to restrain negative actions when faced with opposition or hostility from others, or when working under conditions of stress or conflict. 
  • Self-Confidence:  Ability to express confidence in dealing with increasingly challenging circumstances, in reaching decisions or forming opinions and in handling failures or set-backs constructively.
  • Flexibility/Adaptability:  Ability to adapt to and work effectively within a variety of situations, individuals or groups; the ability to understand and appreciate different and opposing perspectives on an issue and adapt an approach as the requirements of a situation change; the ability to accept changes in one’s own job requirements and within the overall organization.
  • Organizational Commitment:  Ability and willingness to align one’s own behavior with the needs, priorities and goals of the organization, as well as act in ways that promote organizational goals or meet organizational needs.
  • Time Management:  Ability to prioritize competing demands, and manage multiple concurrent tasks.
  • Organizational Awareness:  Ability to understand the power relationships within the organization, ability to identify who are the real decision makers and the individuals who can influence them, the ability to predict how new events or situations will affect individuals and groups within the organization as well as how new events or situations will impact the organization’s position in the market, both nationally and internationally.
  • Assertiveness:  Ability and intent to appropriately display assertive behaviors to ensure others comply with his/her direction given (includes knowing when and how to be assertive).
  • Strategic Influence & Negotiation:  Intention and ability to persuade, convince, and influence others in order to gain support to achieve specific goals/tasks, complete a project, or meet organizational objectives.
  • Developing & Coaching Others:  Intention and ability to teach and foster the development and long term capability of one or more employees by providing coaching, direction and feedback to enhance performance. 

 

EDUCATION/EXPERIENCE

Must possess a combination of education and experience as follows:

  • University degree in Business, Human Resources, Psychology or other related field of study required
  • 5-8 years of previous HR work experience
  • Ability and williness to travel up to 20%
  • Previous management experience strongly preferred
  • Previous experience with performance management and applicant tracking systems required (i.e., iCIMS, Halogen).
  • Previous experience with HRIS preferred

 

CERTIFICATES, LICENSES, REGISTRATIONS

  • PHR / SPHR  or local equivalent certification desirable

 

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