The primary purpose of this position is to contribute to the growth of the company through the development, implementation and continuous improvement of Human Resources programs. Major areas covered include associate relations, talent management, policy & procedure, associate communication, and associate development. This role will be responsible for supporting multiple facilities.
Responsibilities
Business Partner: Partner with assigned SBU’s to provide advice and counsel to managers. This includes handling difficult and sensitive associate relations issues, performance management, and strategic workforce planning. Review cases of serious violations of company rules governing associate conduct and recommend actions appropriate for conflict resolution, including disciplinary action.
a. Prepares reports by collecting, analyzing, and summarizing data and trends for talent management, workforce planning, talent development and other HR areas.
b. Monitor legal requirements and government reporting regulations changes under EEO/AAP, Wage/Hour, ERISA, COBRA, ADA, FMLA and other relevant statutes. Assist in monitoring exposure of the company. Prepares information requested or required for compliance. Assist in coordination and support of audits/reviews by government agencies of associate compensation, benefits and other employment practices. Coordinate responses to complaints/claims filed by associates or former associates with the EEOC, OFCCP, any state agencies or other agencies.
c. Maintain a current knowledge of new law and regulation in the human resources management area. Establishes and maintains an effective network of contacts within Human Resources departments in other companies in the industries and locations in which the company operates.
2. Talent Management: Lead talent management initiatives across the organization and collaborate with HR Leaders to support Company’s growth goals
a. Training and Development: This will include updates to training curricula for each position throughout the company. Partner with third party training providers and online vendors to ensure design and delivery of training content in alignment with SunSource University training curricula.
b. Talent Acquisition: Lead the talent acquisition efforts to support the needs of the business. Develop and maintain an effective pipeline of key talent for non-sales positions. This will be accomplished by leveraging internet tools, industry associations, and SunSource associate referrals. Review resumes and screen candidates for appropriateness of skills, and coordinate interview process with managers.
c. Talent Assessment: Conduct talent assessment, including performance reviews, succession management, key skill gap reviews, and high potential development plans. Assist with integration of talent assessment in Human Capital Management system.
d. Onboarding and Retention: Collaborate with management on the talent management associate lifecycle and ensure company resources and best practices are utilized. Interact with the salesforce and Director of Salesforce Expansion to ensure smooth transition to the field. Assist in development and presentation of training programs for associates to introduce new company policies and practices and new governmental regulations which affect company operations. Deliver orientation training on company policies and procedures to all new associates as well as those being promoted to management positions
Key Competencies:
Communication: Creates an atmosphere in which timely and high quality information flows smoothly both up the organization and down, inside the organization; encourages open expression of ideas and opinions.
Customer Focus: Demonstrates concern for meeting internal and external customers’ needs in a manner that provides satisfaction for the customer. (“Customers” can be co-workers, peers or management as well as external consumers of a service such as students, parents, or community members).
Initiative: Does more than is required or expected in the job; does things that no one has requested that will improve or enhance products and services, avid problems, or develop entrepreneurial opportunities. Plans ahead for upcoming problems or opportunities and takes appropriate action.
Interpersonal Relations: Thinks carefully about the likely effect on others of one’s words, actions, appearance and mode of behavior. Maintains stable performance and emotional control when faced with opposition, pressure, hostility from others and/or stressful conditions.
Negotiation: Effectively exploring alternatives and positions to reach outcomes that gain all parties’ support and acceptance.
Planning & Organizing: Establishes a systematic course of action for self or others to ensure accomplishment of a specific objective. Establishes procedures to monitor the results of delegations, assignments or projects and sets priorities, goals and timetables to achieve maximum productivity.
Education and Experience
Education – 4 year degree in Human Resources, Business, Psychology or related field
Experience – 4 to 6 years experience in Human Resources Generalist capacity
Computer Skills – Proficient experience in Microsoft Word, Excel and Outlook
Certifications – SHRM-CP, SHRM-SCP, PHR, or SPHR preferred
