Urban Science

  • Senior Human Resources Manager (bilingual English/Spanish preferred)

    Location US-CA-Long Beach
    Posted Date 4 days ago(11/8/2018 4:16 PM)
    Job ID
    # Positions
    Human Resources
  • Overview and Summary

    POSITION OVERVIEW: The Senior HR Manager leads the Human Resources Business Partner function across multiple offices within a Region and/or business functions. This is a complex and strategic position which requires the Senior HR Manager to manage a team of one or more HR professionals. He/she serves as a consultant to the Vice President or executive-level leader on all Human Resources issues and partners with management to align HR and business strategy. The Senior HR Manager has a critical role in influencing the desired regional and/or corporate culture, leadership culture and working environment. This position may require travel to regional offices, with an estimated frequency of approximately once per quarter for three to five business days at a time (may occasionally require more or less depending on circumstances). English and Spanish bilingual language skills strongly preferred.


    Company Overview: Urban Science is a business-solutions company focused on supporting the needs of the sales and marketing function of the automotive industry. We leverage a scientific methodology to help our client partners sell more vehicles, improve profitability and increase customer loyalty.  And we do that by helping solve their toughest challenges including planning an optimal dealership network, improving individual dealer performance and efficiently converting sales leads into sales. In short, we guide business through science—and we’ve been doing this since 1977.

    Essential Duties and Responsibilities

    Management Responsibilities:

    • Directly responsible for managing 1 or more HR Consultant(s) and/or HR Manager(s) 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
      • Act as an escalation point for any and all HR issues within the region and/or business functions


    Organizational Effectiveness:

    • Acts as a strategic business partner and ensures that the HR strategies across a region and/or business are aligned with and fully supporting the needs of the business, including but not limited to, active involvement in business meetings with Directors, VPs and/or executive-level leadership, organizational planning sessions, budgeting meetings and labor planning.
    • Partners closely with leadership (Directors, VPs and/or executive-level leadership) 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 Directors, VPs and/or executive-level leadership on organizational design, including but not limited to, evolution and development plans of the organizational structure and change management plans.
    • Partners with and advises leadership (Directors, VPs and/or executive-level leadership) 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 & Leadership Development:

    • Partners, coaches and counsels leadership in how 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.
    • Provides performance management counsel to business leaders, management and employees, including but not limited to, coaching, counseling, career development and disciplinary actions.
    • Partners with Leadership Development and Corporate HR to identify opportunities for leadership learning, growth and development within the region and/or business functions, including but not limited to creating leadership strategies and/or implementing effective leadership development coaching and programs.


    Employee Relations & Employment Law:

    • Oversees and facilitates the resolution of employee relations issues in partnership with business leaders.
    • Oversees and conducts thorough and objective HR investigations in a timely manner.
    • Manages the separation process of upper management and employees including terminations, separation paperwork and exit interviews.
    • Abides by all local and national employment laws and advises business leaders 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 legal counsel.
    • Ensures all employment actions are in compliance with company standards and local/national laws.


    Total Rewards:

    • Oversees and 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.
    • Oversees and 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; activities vary by office/region).



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


    Talent Acquisition:

    • Partners with the recruiting team (if applicable) business leaders and/or 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 Senior HR Manager may be fully responsible for recruitment activities).
    • Manages global, regional, and/or local relocation activities by overseeing and/or 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.



    • Oversees the management of reviewing and updating job descriptions, compensation bands, and titles within a particular region and/or 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 and the Sr. HR Manager is only responsible for this task in locations where there is no HR Manager).
    • Reviews, approves and oversees employee recognition programs within a particular region and/or business function (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, national, and regional employment laws and provides updates to the Employee Handbook when necessary.

    Qualifications - Education and Experience

    To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.


    • Employment Law: Advanced knowledge and applicability of local, national, and regional employment laws and their application
    • HR Policy: Advanced knowledge and applicability of HR policies, procedures and practices
    • Computer Skill: Excellent 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: Strong knowledge and 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.
    • Team Leadership: Ability and genuine intention to take a role as leader of a team or department; with a desire to lead and direct others for the purpose of enriching the development and function of a group of people in order to help them achieve desired goals and outcomes.

    Must possess a combination of education and experience as follows:

    • University degree in Business, Human Resources, Psychology or other related field of study required; Masters or advanced degree preferred
    • 8-12 years of previous HR work experience
    • Management and leadership experience required
    • Industry experience and international experience preferred
    • English / Spanish bilingual language skills strongly preferred


    • PHR / SPHR or local equivalent certification desirable
    • Internal PMO Ambassador required; internal PMO Apprentice preferred or equivalent


    WORK ENVIRONMENT:The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. This description is intended to describe the type and level of work being performed by a person assigned to this position. It is NOT an exhaustive list of all duties and responsibilities required by a person so classified. The job may require additional hours beyond the normal 40-hour workweek.


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