Manager of People Processes

SCOPE AND
RESPONSIBILITIES:The Manager of People Processes interacts with and serves as an advisor to all levels of management to help them navigate through the complexities of dealing with people-related matters including disciplinary action and company policy application and enforcement. Interprets, advises, and administers various Corporate and Department Human Resources policies, procedures, laws, standards, and government regulations for employment action decisions. Advises and educates Division and Department Heads on HR issues. Guides leaders to seek people management solutions that address root cause issues versus symptomatic circumstances. Exercises sound judgment and applies technical knowledge and skills to advise, guide, and coach associates and supervisors facing people and / or employment related challenges. Judgments and recommendations are relied on by supervisors for corrective management and/or disciplinary decisions that are in compliance with federal and state regulations concerning employment actions, as well as Company policy and practices. Champions fairness in investigating and addressing Open Door concerns and ensures follow-up. Ensures the Open Door philosophy is protected and associates, customers, and suppliers understand how to exercise this cornerstone of our Culture. Educates supervisors in how to deal with Open Door issues and serves as another level of management associates can escalate their issues to. Keeps communication flowing and holds supervisors accountable to ensure issues or concerns are addressed and driven to closure. Creates an environment where associates and supervisors can bring forward issues or concerns. Takes action on Associate Relations issues and complaints, partnering with management and / or the appropriate department for resolution. Conducts interviews, objectively listening to determine the factual basis for issues or complaints, evaluates resolution avenues and educates the supervisor on the appropriate course of action based on findings and interpretation of the facts and drives resolution. Collaborates as needed with appropriate departments or individuals to address and resolve issues that are highly complicated or where long-term legal ramifications could result. Supports the strategic initiatives of the business and utilizes technology to collect information as it relates to Home Office human resource-related statistics from both internal and external resources (i.e. trend data). Serves as a consultant to business partners to support people-related initiatives. Drives and executes Corporate initiatives and supports / advises Department Heads in action planning. Utilizes a strong working knowledge of the goals and objectives of the business units along with strong technical skills to make recommendations to Division Heads for results oriented action plans to address issues realized through the Opinion Survey / Grass Roots meetings and/or Leadership Survey. Other Corporate initiatives include but are not limited to OCRA, ACRA, OPRA, etc. Assists and advises customers in applying associate performance criteria to budgetary compensation decisions, ensuring objectivity and fairness are held in highest regard, and decisions are made are within guidelines and/or approved practices. Champions cultural philosophies such as Grass Roots and Open Door, upholding the principles and importance of these cornerstone values of the company and motivates to participate and utilize this very valuable benefit. Ensures communication is thorough, clear, concise, and consistent across the organization by partnering with peers to create one message use by all.EXPERIENCE
REQUIRED: Considerable knowledge of principles and practices of personnel administration and Human Resource Law and the ability to articulate to intended audience Ability to problem solve and negotiate through various situations utilizing seasoned judgment and decision-making Clear, concise, and persuasive communication in both written and verbal forms Excellent interpersonal skills with the ability to build relationships with all levels of associates (including Executives) Demonstrated integrity and the ability to maintain the highest level of confidentiality and impartiality Excellent organization, time management, project management, and follow-up skills Working knowledge or application of people-related policies and compensation guidelines Previous HR Generalist or Associate Relations experience Working knowledge of PeopleSoft, Word, Excel, Outlook, and PowerPoint
EDUCATION: College Degree in Human Resources, Management or other related disciplines. Professional HR Certification or similar designation (PHR/SPHR, HR Certification) preferred.
REQUIREMENTS
Please see Job Description