HR Manager I

HR Manager II

HR Managers coach, support and advise People Managers to develop and enhance the quality of people management with the intent of having a direct and positive impact on the quality of the colleague experience. They are the key to the deployment and adoption of new processes or initiatives aimed at People Managers. They understand and reflect the local market perspective whilst respecting the value of enterprise-wide alignment where appropriate; provide guidance on local issues, including works council, legislative and regulatory regulations which relate to employment. They also provide valuable insights to the Centers of Expertise which informs the development and prioritization of initiatives, programs and projects designed for colleagues and/or People Managers. They will work with People Managers in one or multiple countries that may be aligned to a specific business and will work with other HR Managers to exercise flexibility in resource to accommodate flexibility in demand. An HR Manager II is an established, independent individual contributor, whose work has a direct impact on the team's outcomes.

Marsh McLennan's shared purpose—to make a difference in the moments that matter—materializes through our people and culture. In HR, we put our people and culture at the heart of every decision to create opportunity and growth. We're trusted advisors and specialists, and together, we ensure our colleagues experience a vibrant and inclusive culture, inspiring leadership, the ability to grow and learn, and a value proposition that is compelling and guided by trust. The HR Manager is a critical role within the People Function to drive this purpose forward. This role will provide coverage to one or more of our business units as HRMs go out on leave within the People Function as well as help support and execute on projects. The position location is flexible, however, ideally based in the central part of the US as supporting managers across the US.

Opportunity to advise and consult on people matters in a business where the People function is considered an essential partner. Partnering with other HR Managers and collaborating across Operating Companies (visibility across all Operating Companies). Partnering with other HR Managers who are key to our team's success. A company with a strong brand and strong results to match. A culture of internal mobility, collaboration and valued partnership with HR from the business.

Be a part of the People Function which is responsible for the deployment of enterprise-wide HR programs and initiatives. Get immersed in regional and local operations to remain attuned to regional and country nuances across the businesses. Provide guidance and support to People Managers across the full range of activities in the HR portfolio, including: colleague performance management, skills and competence development and learning. Employee relations matters including investigations, performance improvement documentation and processes, disciplinary actions, grievances, etc. Communications, change management and organizational effectiveness. Compensation, benefits and total rewards including during the year end process when HR Managers will coach People Managers on discussions about performance and reward discussions. Leave, absence and related topics including coordinating with workforce administration team for return-to-work accommodations and logistics. Inclusion and diversity awareness and considerations. Career development including succession planning and mobility internally. Support for coordinating, the rollout and delivery of HR programs in-region and contribute to process improvements. Coordinate specific on-going and ad-hoc HR projects within a Business or across the enterprise. During organizational restructuring activities, coordinate necessary activities to support People Managers and affected colleagues including planning and execution of consultations with colleagues about changes affecting roles or terms of employment. Ensure that regulatory and statutory obligations are discharged locally including statutory and/or regulatory reporting requirements. Coordinate with the Global Mobility COE to oversee delivery of all mobility activity and liaise with colleague and mobility vendor to ensure a successful relocation. Consult with People Partners and COEs to determine best practices, continuously improving delivery methods, and especially considering regional or country-specific nuances to guide the delivery of local implementation. Support peers and less experienced HR Managers as required to ensure that the team delivers a consistent and high-quality service across all locations for which it is responsible.

4+ years' relevant experience in HR alongside a requirement for suitable qualifications. Able to operate without supervision in most situations and able to judge when guidance is required for more complex situations and seek support from appropriate colleagues/experts. Experienced in supporting managers with employee relations cases including progressive counseling and investigations. Demonstrated ability to be a trusted advisor to People Managers at most levels in the business effectively through all aspects of the employee life cycle including more complex situations. Able to identify opportunities to make improvements to the service provided by People Services and demonstrates a willingness and aptitude to lead work to define and implement changes that will deliver better service to People Managers. Experience of successfully supporting project/initiative implementation across a population of managers recognizing the broader business objectives and perspectives across multiple business lines / geographies. Thorough understanding of local laws, regulation and company policies and HR processes. Excellent interpersonal skills with ability to connect with colleagues and people managers in the business and in the wider HR Function. Proven project management experience leading or participating in a project from start to finish. While all MMC Core Competencies are important for this role, those that will be particularly critical to success include: client service, collaboration, communication and influence, learning orientation, innovation.

Compensation: $35.00 - $50.00 per hour