GENERAL SUMMARY:

Serving as an HR business partner and coach to their assigned business units, the Corporate Sr. HRM supports the Vice President(s), Directors, and their respective departments through performance management, employee relations, succession, and talent selection. The Sr. HRM serves as a proactive consultant of all HR related matters through the employee life cycle to include but not limited to onboarding, talent development, conflict management, compensation, terminations/severances, and creation/execution of functional strategies to drive business success.
Job Details

KNOWLEDGE, SKILLS AND ABILITIES (KSAS):

• Strong interview and candidate selection skills.
• § Advanced ability to communicate and influence at all levels (both verbal and written communication skills).
• § Strong knowledge of all relevant employment laws and regulations, including Wage and Hour, FLSA, Title VII, FMLA, ADA, worker’s compensation and other DOL regulations.
• § Ability to mediate between employees and/or managers during conflict resolution.
• § Ability to strategize and implement changes to achieve measurable results through collaboration and influence.
• § Exceptional planning, coordination, project management, implementation, and presentation skills.
• § Strong relationship building and networkin.
• § Able to manage multiple confidential situations without compromise.
• § Able to prioritize and manage multiple tasks for timely completion.
  Qualifications

WORK EXPERIENCE &/OR EDUCATION:

• Bachelor’s degree required.
• Degree in Human Resources preferred. PHR or SPHR certification preferred.
• 6+ years’ experience in employee relations, talent acquisition, or HR generalist work required.

• Serves as the primary HR business partner to assigned function(s). Partner with the officers and leadership to strategize based on the pulse of the business. In addition, provides leadership and counsel on human resource strategies, engagement, and other matters that impact our employees’ engagement, development, and retention.
• Responsible for conducting investigations as the primary point person for business partners in resolving employee relations concerns, to include providing the recommended action based on the findings of the investigation. Partner in all terminations/severances ensuring proper policies and procedures are followed to eliminate adverse employment claims.
• Implementation of Talent Management processes in assigned business units, to include succession planning and performance management. Track and report key metrics for identified HR processes. Conduct exit interviews, identify turnover trends, and implement corrective action within business units as appropriate.
• Manage the recruitment and selection process for both internal and external candidates. Includes compensation analysis, job description assessment, job posting, candidate selection, and the offer process. Ensure a positive new hire onboarding process through partnership with the respective business leader. Ensure compliance with federal and state laws.
• Partner with internal departments to ensure the execution of effective training and development programs, analyze compensation/equity adjustments, and provide recommendation/resolution to all other employment related matters. Develop talent intentionally through improved leadership capabilities through bench strength and intentional and strategic recruiting efforts.
• Develop and execute comprehensive projects designed to improve retention, maximize engagement, and foster employee growth/development such as onboarding programs. Create and execute targeted action planning related to DG Voice employee survey results.