Human Resources Generalist managing HR functions and supporting employee development in logistics company. Collaborating with operations team and ensuring compliance and positive onboarding experience.
About the role
- Senior HR Business Partner providing strategic HR support to enhance organizational effectiveness at USP. Collaborating with executives to align talent programs with USP’s strategic goals.
Responsibilities
- Provides strategic HR business partnership and coaching to people managers to impact the engagement, development, and retention of talent.
- In partnership with the Equity Office, serves as an advocate for building diverse and inclusive teams.
- Acts as a trusted advisor of client leaders.
- Builds the business partner relationship with management and staff.
- Understands the business, goals, and challenges and identifies and/or helps to address systemic issues.
- Provides continuous coaching and guidance to client group regarding organizational issues that are impacting its overall effectiveness.
- Conduct appropriate diagnosis and potential interventions.
- Leads complex and multi-year projects and initiatives that enable USP’s global HR strategy to fully support the current and future strategic plans of the organization.
- Leverages relationships with members of the HR Leadership Team, ET members and their staff to understand USP’s strategic requirements with regards to talent and workforce planning, identify initiatives and project manage the work necessary to achieve the desired results.
- Manages internal project resources as well as consultants to ensure successful outcomes for projects
- Manages challenging and complex employee relations matters.
- Recognizes issues and problems that are interfering with the effectiveness of the individual’s or the organization’s performance.
- Develops recommendations and provides guidance to clients for resolutions.
- In conjunction with managers, analyzes trends and root causes and looks for opportunities to improve work environment and client group satisfaction when appropriate.
- Assists managers with all aspects of the annual performance management and development process including coaching client groups on effective documentation practices for good and poor performance.
- Ensures legal compliance and provides constructive feedback to evaluator to improve quality of evaluation where necessary.
- Identifies talent gaps and development needs of the client groups, its managers, and staff in key positions.
- Plays a role in implementing succession planning, career management, performance management and recruiting strategies.
- Partners with leaders to develop effective organization design strategies.
- Develops effective communication plans and change management strategies to optimize change adoption and acceptance.
- Evaluate employee survey data and other employee feedback to assess issues with employee engagement and team culture.
- Partner with leaders in developing action plans to address areas of concern and assists in determining progress for successful outcomes.
- Partners with HR Centers of Excellence (e.g., Talent Acquisition, Total Rewards and Learning Strategy & Organizational Effectiveness) to address related issues and problems and to ensure client groups receive the necessary services, support and communications from these centralized HR functions.
- Analyzes employee exit interview feedback, consults with supervisors for areas of continuous improvement where needed.
Requirements
- Bachelor’s degree in Human Resource Management, Social Sciences, Business or related field required.
- A minimum of 8 years of experience in HR with a minimum of 6 years in a role which included a focus on identifying areas to increase organizational effectiveness through assessing and diagnosing situations and determining most appropriate intervention.
- Experience in most areas of human resources but specifically in employee relations, organizational effectiveness, people development and compensation.
- Experience in successfully launching and managing HR/OD projects and initiatives.
- Highly developed listening skills coupled with the consistent utilization of a consultative approach.
Benefits
- company-paid time off
- comprehensive healthcare options
- retirement savings
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