Determine the human resources strategy to support assigned business area by:
- understanding strategic business goals and objectives
- advising on the execution of organizational change initiatives
- assessing human resources implications of various strategies
- providing guidance to business leaders on human resources issues
Manage the consistent execution of the company's human resource practices, systems, and personnel-related activities by:
- auditing human resources practices
- analyzing and interpreting reports
- creating action plans to resolve instances of non-compliance
- conducting on-site observations and investigations
- developing and delivering human resources methodology and process training programs to management
- providing human resources advice and consulting for managers.
Direct compliance with federal, state, and local laws, regulations, company policies and procedures by:
- keeping current on laws and regulations related to general human resource practices and regulations related to licensure and certification
- implementing and monitoring human resource compliance
- implementing action plans to improve performance and reduce instances of non-compliance
- directing management teams in ensuring confidentiality of information, documentation, and assigned records
Lead and develop Human Resources teams by:
- supporting position portfolio alignment and strategy prioritization
- approving the business readiness phase, budget and communication within the team
- implementing performance controls and policies to ensure project outcomes reflect commitments made to the business
- ensuring continued development, refinement, and implementation of Human Resources methodologies, toolkits, and practices
Monitor talent management for assigned area by:
- implementing talent plans
- monitoring workforce planning processes
- acquiring and retaining key talent
- implementing action plans for diversity initiatives
- analyzing talent management data, tools, and systems
- providing information to training and development teams to address current needs
- driving performance management processes and initiatives
- ensuring consistency in program application
- delivering, monitoring, and ensuring compliance with compensation programs and policies
Provide overall direction by:
- analyzing business objectives and customer needs
- developing, communicating, building support for, and implementing business strategies, plans, and practices
- analyzing costs and forecasts and incorporating them into business plans
- determining and supporting resource requirements
- evaluating operational processes
- measuring outcomes to ensure desired results
- identifying and capitalizing on improvement opportunities
- promoting a customer environment
- demonstrating adaptability and sponsoring continuous learning
Develop and implement strategies to attract and maintain a highly skilled and engaged workforce by:
- diagnosing capability gaps
- recruiting, selecting, and developing talent
- supporting mentorship, workforce development, and succession planning
- leveraging the capabilities of new and existing talent
Cultivate an environment where associates respect and adhere to company standards of integrity and ethics by:
- integrating these values into all programs and practices
- developing consequences for violations or non-compliance
- supporting the Open Door Policy
Build and leverage internal and external partnerships and networks to maximize the achievement of business goals by:
- sponsoring and leading key community outreach and involvement initiatives
- engaging key stakeholders in the development, execution, and evaluation of appropriate business plans and initiatives
- supporting associate efforts in these areas
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