Senior Human Resources Generalist- Day Shift

HR Generalist or HR Analyst

Duration: 12+ Months Contract

1st Shift: Work hours: Client: Medical Device Company

Human Resources

Employment Type: Contract on W2 (Need US Citizens Or GC Holders Only)

No H1B’s

Reporting to HR Director Global Customer Services, provides HR support to multiple functional and/or business client groups ensuring effective and impactful implementation of human resources practices, processes and programs that support organizational effectiveness and associate development. Will participate in the design and/or implementation of HR processes, practices, programs and initiatives that contribute to organizational success.

Works with client leaders to efficiently and effectively execute all annual BD Human Resources processes for client organizations. These processes include HR Planning (Succession Planning), Performance Management and Development, & Compensation.

• Assists client groups with organizational capability and capacity analyses and planning, organization design, employee relations, associate engagement, organizational announcements.
• Facilitates change management initiatives within assigned client units incorporating a methodology that includes: a business case for change, identification of primary stakeholders, process mapping, communications planning, action/transition planning, visioning sessions, conflict resolution, team building, and after action review assessments.
• Develop & conduct team development/team building strategies both proactively and when necessary to improve team performance. Presents options to managers on organizational structure, roles & responsibilities, staffing levels, matrix management, etc.
• Consults with clients to understand training and development needs across their functional groups, to identify trends, patterns, etc, and presents recommendations as part of organizational training needs assessment.
• In conjunction with HR Director, leads discussions on all decisions affecting reductions-in-force or layoffs (voluntary & involuntary) within their client organizations. Provides guidance to clients to objectively assess and bring to resolution employee relations issues, claims and charges. Tracks claims & charges and measures improvement.

Works closely with hiring manager and talent acquisition partner to establish position requirements, necessary skills & competencies for current & future needs and successful recruitment strategy including sourcing.

• Leads the hiring manager and his/her team through effective assessment and selection methodologies using the company’s behavioral based selection methodology.
• Consult hiring manager on job offer and other conditions of offer to ensure internal and external equity and competitiveness, including relocation and expatriate assignments where appropriate. Consults with managers on all pay-related decisions including new hire offer, merit increases, market pricing data, incentive recommendations, stock option recommendations, career-related and other such adjustments.
• Work with leadership team member during annual Compensation Planning time to ensure alignment of rewards to performance, and that rewards are used as organizational levers.

PERFORMANCE MANAGEMENT:

• Assist managers with all aspects of the annual performance management and development process including coaching leaders on effective documentation practices for good and poor performance. Ensures legal compliance and provide constructive feedback to evaluator to improve quality of evaluation where necessary.

May serve as a process owner for one or more sub-region HR process (i.e., HRP, PMP, Compensation Planning, Training and Development), managing special projects or processes related to process or program improvements for the sub-region.

• Lead special site-wide projects that arise. Understand the goal, develop and implement project process and develop and present sound proposal. 5-6 years professional experience as HR Generalist or HR Analyst role, with proven experience with change management, organizational effectiveness/development, policy development and administration, recruitment/selection, compensation, employment law, positive employee relations, performance management, HRIS and/or employee and management training/development.
• BS/BA degree in Business Administration, HR Management or related field.
• Professional of Human Resources (PHR/SPHR) Certification or advanced degree in related subject areas highly desired