Human Resources Consultant

at  MillerKnoll

Why join us?
Our purpose is to design for the good of humankind. It’s the ideal we strive toward each day in everything we do. Being a part of MillerKnoll means being a part of something larger than your work team, or even your brand. We are redefining modern for the 21st century. And our success allows MillerKnoll to support causes that align with our values, so we can build a more sustainable, equitable, and beautiful future for everyone.

QUALIFICATIONS

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, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Education/Experience
Bachelor’s degree in human resources, employee relations, business, or related field.
Three to five years successful professional experience in various areas of human resources.
Demonstrated knowledge in employment law, recruiting, benefits and compensation, employee development, change management activities, and the HR regulatory/statutory environment.
Proven competency in the following areas: coaching/consultation, communication, conflict management, problem solving, customer service, initiative, follow-up, and planning and organizing work.
Successful professional experience concerning issues of integrity and trust with a demonstrated ability to maintain high levels of confidentiality.
Demonstrated ability to effectively use office automation, communication, software, and tools currently used in the Herman Miller office environment.

GENERAL PURPOSE

The Human Resources Consultant initiates, implements, and applies human resource processes, policies, and practices in a manner that positively impacts business activities. Provides direct Human Resource support for an assigned client group in the areas of pay administration, talent management, performance management, leadership, employee development, talent acquisition, organizational change, and employee relations.

ESSENTIAL FUNCTIONS

Acts in an advisory role to business management on employee issues and policy interpretation/implementation.
Coordinates and delivers learning and development activities as required, building competence and improving performance in the workplace.
Identifies and implements continuous improvement initiatives which enhance the quality and productivity of the direct operational and human resources process of the business.
Identifies and implements proactive measures to achieve workforce effectiveness.
Investigates and documents issues of harassment, discrimination, workplace violence, etc. and recommends and facilitates corrective actions.
Manages the selection and hiring of individuals who best meet the talent requirements of the business.
Participates in and/or manages cross-functional teams or projects related to human resource policy, practice, or programs.
Quickly and accurately responds to or seeks answers to employee questions and concerns regarding issues of workplace policies, compensation, benefits, development, etc.
Serves in a consultative and decision-making role in the identification of staffing, employee development, performance management, benefits, and compensation needs and identifies the appropriate direction and resources for meeting those needs. Implements appropriate solutions.
Surveys and tests the satisfaction, commitment, and retention of employees. Identifies leverage opportunities and develops appropriate action plans.
Works with business leadership members to resolve business and workforce related issues. Performs additional responsibilities as requested to achieve business objectives.