HR Manager

ESSENTIAL JOB FUNCTIONS AND RESPONSIBILITIES

• Working under Limited supervision, partner with the broader NA HR Team to provide strategic and tactical HR support, ensuring alignment with corporate priorities, strategic initiatives and HR best practices. (e.g., talent recruitment, development and training; engagement; succession planning; performance management; legal/regulatory compliance; compensation, safety and benefit policies and practices).
• Build strong relationships across the business at all levels, but with a focus on frontline employees, supervisors, and managers, maintaining high visibility and trust with both leaders and employees.
• Educate, support, and follow up with leadership regarding execution of human resources policies, processes and initiatives.
• Manage employee relations issues - perform investigations, including interviews, documentation and follow up through closure as needed.
• Conduct exit surveys, focus groups and 1:1 employee conversations to offer support and solicit employee feedback; share actionable insights with leadership.
• Provide day-to-day and seasonal performance management guidance to leaders and facilitate escalation, as needed.
• Lead and influence site-level initiatives related to culture, engagement, and recognition.
• Mentor leaders on effective performance review process to ensure consistency, fairness, and timeliness.
• Consistently administer human resources policies and procedures for all employees, with attention to confidentiality, timeliness, privacy, and fairness.
• Participate in programs that enhance functional capability including career paths, and training.
• Support talent acquisition efforts and onboarding; ensuring new hires are set up for success through effective orientation and early engagement.
• Proactively recommend and assess talent and organizational development initiatives that address the evolving needs of the business.
• Partner with stakeholders to identify development needs as well as solutions to build bench strength.
• Establish best practices with HR Centers of Excellence and business partner colleagues to develop and coordinate programs and events.
• Lead HR process improvement initiatives, identifying inefficiencies and implementing streamlined workflows resulting in enhanced operational efficiency.
• Perform other duties as assigned within the scope of responsibilities and requirements of the job.
• Perform Essential Job Functions and Duties with or without reasonable accommodation.

QUALIFICATIONS

 Education, Licenses, and Certifications

• Bachelor's degree in Business Management or related field preferred or equivalent work experience required
• Preferred certifications: PHR, SHRM-CP

Years of Experience and Knowledge

•   5 ~ 7 years of Direct HR experience, including HR Business Partner or progressive Generalist/Manager roles
• Experience with HR Systems and Tech including AI for HR

Skills and Abilities

• Intermediate level Microsoft Outlook, Word, PowerPoint skills
• Intermediate level Microsoft Excel skills
• Intermediate level system(s) skills in HRIS Systems
• Fluency bi-Lingual capabilities in English
• Highly analytical with a demonstrated ability to manage data and metrics to support performance
• Demonstrated knowledge of current employment laws (EEO, Wage & Hour, Labor, ADA, FMLA)

·       Proactive, resourceful, and solution-oriented mindset with a reputation for taking ownership and driving results

• Excellent communication skills
• Creative, flexible, and forward thinking
• Strong presentation and facilitation skills
• Honest and collaborative team-player with exhibited ability to work independently and collaboratively with flexibility to move between projects in a fast-paced environment
• Self-confident with a strong sense of personal accountability
• Ability to embrace and leverage current and new technology to support the business.
• Growth and ongoing process improvement mindset.

Travel Requirements

• 0% ~ 10% travel domestically required