Human Resources Senior Manager

Job Summary As a HRM you will be a secondary point of contact for people managers on operation HR topics, people and talent needs, and local program and communicaton. You will provide guidance and coaching to people managers throughout the entire associate lifecycle. You will be aligned to a business unit or country to facilitate conversations and establish strong partnerships between people managers, Strategic Advisors and HR. You will ensure that the local market perspective is considered, while driving toward enterprise alignment where appropriate. Key Tasks & Responsibilities (Essential Functions) Work closely with people managers to make talent decisions, providing coaching related to exit interviews, handling difficult situations, terminations, performance improvement plans, and preparing for performance/compensation conversation. Assist People Managers to make talent decisions, providing coaching related to exit interviews, handling difficult situations, terminations, performance improvement plans, and preparing for performance/compensation conversations. Provide coaching and assistance to people Managers, helping to advise on new positions, career frameworks and talent acquisition Operate as the key trusted HR Business Partner to People Leaders and to other members of the local/regional management team, acting as the expert on people and organizational issue. Coordinate with HR Process Operation team, relevant RPO partners, and hiring managers to ensure seamless onsite interviewing and selection processes. Oversees and supports onsite new hire orientation and onboarding Oversees the delivery of key talent programming, partnering and coaching People Managers throughout the process; programs include: o Performance management, Merit administration, Career development, Training and learning curriculum, Annual enrollment, Communications and change management. DEI events and initiatives, Internal mobility, Local succession planning and talent review (with People Managers). Serves as / supports cultural champions, embodying the Acuity Brands values and principles, ensuring organizational actions are tied to principles, and injecting language/expectations around culture throughout business Work closely with the COEs to incorporate employee insights and lead the effective rollout of HR programs such as performance management and merit administration Provide strategic support across HR functional areas, liaising between HR and business/site to ensure that programs remain globally consistent and locally relevant/compliant Improve results/effectiveness of teams by ensuring that HR strategies and plans are translated into specific actions and tangible results. Understand HR related business issues and have a broad knowledge of the industry to support leaders by bringing in appropriate resources to solve challenges Skills and Minimum Experience Required Advanced English skills Over 5 years of experience in Human Resources Manufacturing experience Microsoft Office (Excel, Power Point, Word) Outlook, Success Factors, HR Tools. General knowledge of employment law/policies, Talent Processes Knowledge, Experience with people manager coaching and when to escalate as needed, Strong performance management skills and ability to guide leaders through steps, Strong verbal and writen communication skills Emotional Intelligence (Establish and maintain relationships of trust by accurately perceiving and interpreting emotions and own behaviors and those of others; reflect on situations to manage your responses so that their behavior is consistent with their personal values and generates the intended results.) Strategic Influence: Create and execute influence strategies that help you gain others' commitment to your own ideas and persuade stakeholders to take action that advances common interests and business objectives. Building organizational talent: Establish systems and processes to attract, develop, engage, and retain talented individuals; create a work environment in which people can reach their full potential, enabling the organization to meet current and future business challenges. End User focus (Ensure that the customer perspective (internal or external) is a driving force that drives strategic priorities, business, organizational processes and individual activities; develop and implement service practices that satisfy the needs of clients and the organization itself; promote and implement customer service as a value) Driving Execution (Analyze strategic priorities into operational reality; align communication process, responsibilities, staff capabilities, internal processes and continuous measurement systems to ensure that priorities strategies lead to sustainable and quantifiable results) #J-18808-Ljbffr