Manager, Human Resources

at  The Mosaic Company

The Human Resources Manager partner with people leaders and employees to foster a culture that supports diversity, innovation, productivity and continuous improvement. Provides consultative and business-focused services to the people leaders and employees in the assigned business unit/function/location to align the people strategy with the business strategy and to address the HR-related matters. Responsibilities include talent management and development, compensation, benefits, coaching/guidance to people leaders and employees, employee engagement, employee and labor relations, and day to day HR support. In addition, this role provides change management support for business/human capital initiatives in the assigned client groups.

What will you do?

• HR Business Partnering: Provides Human Resource leadership as a member of the leadership teams at the assigned business unit/location/function. Works with leaders to develop and implement people and organization strategy to ensure the business objectives are achieved. Consults on business issues and represent business needs when setting HR priorities. Provides proactive, innovative and customer-oriented HR solutions that are aligned with the business objectives. Partners with local HR in other Mosaic geographies (both domestically and internationally) as appropriate to understand legal/employment requirements in a highly matrixed environment to deliver global HR solutions.
• Talent Management: Works closely with Talent Acquisition Specialists and Hiring Managers to support hiring requests, which will include talent reviews, succession planning, leadership development, organizational structure, and staffing plans. Manages selection and on-boarding processes as well as deployment throughout the organization. Forecasts resource requirements and skills to support strategic business objectives and implement plans to close gaps.
• HR Programs and Services: Leads all aspects of Human Resource services for the assigned location/function/business unit. Implements and executes enterprise-wide and location/business unit-specific HR initiatives and functions, including change management, talent management, leadership development, career management, training and development, performance management, people leader effectiveness, compensation, compliance and communications. Leads HR-related projects. Liaisons with COEs, HR Specialists and Shared Services as appropriate to drive critical HR processes, i.e., salary planning, benefits administration, talent management/employee development, and workforce planning/staffing. Employs a variety of communication strategies to ensure workforce is receiving information in a timely and effective manner. Manages labor relations program as applicable and advise management in application and interpretation of labor contracts. Works with People Leaders to promote an open and inclusive work environment, employee engagement as well as Mosaic’s mission, vision, and strategic priorities to ensure alignment with the corporate strategy.
• Employee and Labor Relations: Leverages employee and labor relations knowledge to optimize management and employee relationships in order to gain credibility and trust. Manages labor relations programs as applicable and advises management in application and interpretation of labor contracts. Dialogues with employee and union leadership, attend union management meetings, and handles grievances, contract negotiations and arbitrations. Manages employee relations issues. Openly listens and responds to employee and people leader questions, issues or concerns and develop appropriate solutions to address them.

What do you need for this role?

• Bachelor degree in Human Resources, Business Administration or Related Field
• Minimum 5 years of HR or related experience
• Employment laws and practices experience
• Change management experience
• Human Resources Information Systems (HRIS) experience
• PHR/SPHR preferred
• Digital mindset
• Able of analytics driven by data
• Solid proficiency in Microsoft Office, including Word, PowerPoint, Outlook, and Excel
• Familiarity with modern HRIS systems, e.g., Workday, SAP and other applicable technology, e.g., PowerBI - preferred
• English Advanced
• HR Expertise - Has a well-developed HR knowledge base; Able to affect organizational success by developing, maintaining, and executing sound HR policies, practices and procedures that support organizational mission and goals; Able to apply the HR expertise and skills to various situations
• (Consultation, Influence, Change Leadership, Relationship Management) - Leads organizational initiatives and obtains buy-in from stakeholders on different levels of organization; Collaborates with different functions/parts of the organization to develop and implement solutions; Supports and drive changes across the organization; Is an effective change agent; Able to maintain productive and healthy interpersonal relationships and help others do the same at different levels of the organization; Leads change management initiatives; Able to provide guidance to internal stakeholders; Able to analyze business challenges, generate creative solutions and provide accurate and timely guidance to internal stakeholders based on best practice and research that accounts for the unique internal and external environment of the organization; Able to translate information about HR practices into actionable recommendations for end users; Leads and supports implementation of organizational and policy changes;
• Business Acumen and Strategic Thinking - Understands business operations, functions and financial metrics; Aware of how HR practices contribute to the core business functions; Recognizes how internal and external factors interact to influence organizational performance; Able to make the case for HR to other business professionals — promotes HR management within the organization and shows how HR can have a direct impact on the company performance; Anticipates the future needs and has a long-term planning horizon; Identify the areas of change/HR impact for the business; Able to anticipate what is going to happen and purposefully/proactively act on it;
• Critical Thinking/Evaluation - Enhances the effectiveness and usefulness of human capital programs by supporting their development and monitoring their success with appropriate data; Collects and properly uses human capital metrics in support of business cases and HR activity to be viewed as a strategic business partner; Able to see all sides of the issue; Has a big picture approach and is able see around corners; Comfortable with holistic/systematic thinking; Able to think broadly;
• Creativity, Flexibility and Agility - Able to think “outside of the box” to find best recommendations and solutions;
• Able to swiftly adjust the course of action/behavior based on the business changing priorities/customer needs;
• Communication - Ensures that their messages are applicable to a given situation, clear, concise and readily understood by different audiences at different levels of the organization; Able to tailor communications to various audiences at different levels of complexity and breath; Able to apply anticipatory communication skills (foreseeing the clients’ needs and answering in advance;
• Autonomy - Able to act independently without close supervision or guidance; Deals effectively with ambiguity.

What will you do?

• HR Business Partnering: Provides Human Resource leadership as a member of the leadership teams at the assigned business unit/location/function. Works with leaders to develop and implement people and organization strategy to ensure the business objectives are achieved. Consults on business issues and represent business needs when setting HR priorities. Provides proactive, innovative and customer-oriented HR solutions that are aligned with the business objectives. Partners with local HR in other Mosaic geographies (both domestically and internationally) as appropriate to understand legal/employment requirements in a highly matrixed environment to deliver global HR solutions.
• Talent Management: Works closely with Talent Acquisition Specialists and Hiring Managers to support hiring requests, which will include talent reviews, succession planning, leadership development, organizational structure, and staffing plans. Manages selection and on-boarding processes as well as deployment throughout the organization. Forecasts resource requirements and skills to support strategic business objectives and implement plans to close gaps.
• HR Programs and Services: Leads all aspects of Human Resource services for the assigned location/function/business unit. Implements and executes enterprise-wide and location/business unit-specific HR initiatives and functions, including change management, talent management, leadership development, career management, training and development, performance management, people leader effectiveness, compensation, compliance and communications. Leads HR-related projects. Liaisons with COEs, HR Specialists and Shared Services as appropriate to drive critical HR processes, i.e., salary planning, benefits administration, talent management/employee development, and workforce planning/staffing. Employs a variety of communication strategies to ensure workforce is receiving information in a timely and effective manner. Manages labor relations program as applicable and advise management in application and interpretation of labor contracts. Works with People Leaders to promote an open and inclusive work environment, employee engagement as well as Mosaic’s mission, vision, and strategic priorities to ensure alignment with the corporate strategy.
• Employee and Labor Relations: Leverages employee and labor relations knowledge to optimize management and employee relationships in order to gain credibility and trust. Manages labor relations programs as applicable and advises management in application and interpretation of labor contracts. Dialogues with employee and union leadership, attend union management meetings, and handles grievances, contract negotiations and arbitrations. Manages employee relations issues. Openly listens and responds to employee and people leader questions, issues or concerns and develop appropriate solutions to address them

What do you need for this role?

• Bachelor degree in Human Resources, Business Administration or Related Field
• Minimum 5 years of HR or related experience
• Employment laws and practices experience
• Change management experience
• Human Resources Information Systems (HRIS) experience
• PHR/SPHR preferred
• Digital mindset
• Able of analytics driven by data
• Solid proficiency in Microsoft Office, including Word, PowerPoint, Outlook, and Excel
• Familiarity with modern HRIS systems, e.g., Workday, SAP and other applicable technology, e.g., PowerBI - preferred
• English Advanced
• HR Expertise - Has a well-developed HR knowledge base; Able to affect organizational success by developing, maintaining, and executing sound HR policies, practices and procedures that support organizational mission and goals; Able to apply the HR expertise and skills to various situations
• (Consultation, Influence, Change Leadership, Relationship Management) - Leads organizational initiatives and obtains buy-in from stakeholders on different levels of organization; Collaborates with different functions/parts of the organization to develop and implement solutions; Supports and drive changes across the organization; Is an effective change agent; Able to maintain productive and healthy interpersonal relationships and help others do the same at different levels of the organization; Leads change management initiatives; Able to provide guidance to internal stakeholders; Able to analyze business challenges, generate creative solutions and provide accurate and timely guidance to internal stakeholders based on best practice and research that accounts for the unique internal and external environment of the organization; Able to translate information about HR practices into actionable recommendations for end users; Leads and supports implementation of organizational and policy changes;
• Business Acumen and Strategic Thinking - Understands business operations, functions and financial metrics; Aware of how HR practices contribute to the core business functions; Recognizes how internal and external factors interact to influence organizational performance; Able to make the case for HR to other business professionals — promotes HR management within the organization and shows how HR can have a direct impact on the company performance; Anticipates the future needs and has a long-term planning horizon; Identify the areas of change/HR impact for the business; Able to anticipate what is going to happen and purposefully/proactively act on it;
• Critical Thinking/Evaluation - Enhances the effectiveness and usefulness of human capital programs by supporting their development and monitoring their success with appropriate data; Collects and properly uses human capital metrics in support of business cases and HR activity to be viewed as a strategic business partner; Able to see all sides of the issue; Has a big picture approach and is able see around corners; Comfortable with holistic/systematic thinking; Able to think broadly;
• Creativity, Flexibility and Agility - Able to think “outside of the box” to find best recommendations and solutions;
• Able to swiftly adjust the course of action/behavior based on the business changing priorities/customer needs;
• Communication - Ensures that their messages are applicable to a given situation, clear, concise and readily understood by different audiences at different levels of the organization; Able to tailor communications to various audiences at different levels of complexity and breath; Able to apply anticipatory communication skills (foreseeing the clients’ needs and answering in advance;
• Autonomy - Able to act independently without close supervision or guidance; Deals effectively with ambiguity