HR Generalist

at  Ogilvy

ABOUT OGILVY

Ogilvy has been creating impact for brands through iconic, culture-changing, value-driving ideas since the company was founded by David Ogilvy 75 years ago. It builds on that rich legacy through Borderless Creativity – innovating at the intersections of its advertising, public relations, relationship design, consulting, and health capabilities with experts collaborating seamlessly across over 120 offices in nearly 90 countries. Ogilvy currently ranks as the #1 global agency network for creative excellence and effectiveness by WARC, signifying its ability to deliver creative solutions that drive unreasonable impact for clients and communities. Ogilvy is a WPP company (NYSE: WPP). For more information, visit Ogilvy.com, and follow us on LinkedIn, X, Instagram, and Facebook.

ABOUT THE ROLE

Partnering with the New York People team to support the delivery of key HR programs and initiatives including new hire onboarding, employee offboarding, retention & recognition strategies, people metrics/analytics, performance management, employee relations, and various employee engagement initiatives.

WHAT YOU’LL DO

• Assist with the onboarding process for new hires (e.g. welcoming new hires in-office, assist with onboarding schedules)
• Assist with the offboarding process, including conducting exit interviews and providing insights into trends/findings
• Advise and partner with team on employee related culture initiatives as well as learning and development programming
• Support internal communication efforts to ensure employees stay well-informed about happenings, including helping to develop, promote and maintaining employee intranet
• Conduct employee listening programming, including stay interviews, pulse checks and create strategies to that support the needs of our employees
• In partnership with our mobility team, assist in the domestic and international relocation and visa process
• Handle junior-to-mid level employee relations as required.
• Ensure data integrity of all assigned business units including but not limited to ensuring staff titles and managers updated as needed
• Master reporting needs, including but not limited to, HR department metrics, career conversations, exits surveys, inclusion surveys, etc.
• Suggest improvements to policies and practices to improve efficiency and effectiveness.
• Partner with the team in diversity events, and agency social events.
• Stay abreast of industry trends and happenings and report back recommendations and ideas
• Assist with projects, ad-hoc tasks, and desktop research as needed.