Human Resources Lead - Confidential

As a HR Strategy & Operations Leader, you will serve as a trusted advisor to the organization’s leadership team, aligning human resources strategies with business objectives to drive organizational success. You will be accountable for leading strategic HR initiatives that enhance employee engagement, foster a positive organizational culture, and support business growth. This includes developing and executing programs that attract, retain, and develop top talent.

You will oversee learning and development initiatives, ensuring that employees have the necessary skills and development opportunities to meet both personal and organizational goals. You will also lead efforts in employee relations, ensuring a fair and respectful workplace while addressing complex employee concerns. By fostering a culture of accountability, responsibility, and continuous improvement, you will ensure that HR practices support the organization's long-term objectives.

Essential Job Functions

Strategic HR Partnership (30%)

• Partner with executive and senior leadership to align HR strategies with organizational goals and drive business outcomes.
• Provide proactive guidance on organizational design, talent management, workforce planning, and succession planning.
• Lead initiatives to promote a culture of inclusivity, engagement, and high performance.
• Consult with leadership on strategic decisions to ensure they reflect best practices in HR and comply with legal and ethical standards.

Learning and Development (20%)

• Develop and implement learning and development strategies that support employee growth, skill development, and succession planning.
• Collaborate with department leaders to identify skill gaps and design training programs that enhance individual and organizational performance.
• Evaluate the effectiveness of training programs, ensuring continuous improvement and alignment with business needs.
• Foster a culture of continuous learning, ensuring all employees have access to growth opportunities.

Talent Management and Organizational Development (20%)

• Lead efforts in talent acquisition, onboarding, and retention, ensuring the organization attracts and retains top talent.
• Develop and implement performance management processes that drive accountability, professional development, and career growth.
• Collaborate with leadership to identify high-potential employees and create development plans to prepare them for future leadership roles.

Employee Relations (10%)

• Act as a trusted advisor for managers and employees in resolving employee relations issues, ensuring fair and consistent practices.
• Mediate disputes and address workplace conflicts with a focus on maintaining positive working relationships and a supportive environment.
• Counsel leaders and employees on policies, procedures, and performance management.
• Ensure compliance with labor laws and organizational policies, fostering an environment of fairness and respect.

HR Metrics and Reporting (10%)

• Monitor HR metrics to assess the effectiveness of HR programs and initiatives, providing leadership with actionable insights.
• Lead workforce analytics efforts to identify trends and inform decisions related to talent management, employee engagement, and performance.

Change Management (5%)

• Support leadership through organizational change, providing guidance on communication, employee transition, and maintaining engagement.
• Design and implement change management strategies that minimize disruption and maximize organizational adaptability.

Supervisory Responsibilities (5%)

• Mentor an HR professional, providing support and development to foster growth and a high-performance culture.
• Oversee and support the daily HR operations, ensuring policies and strategies align with organizational goals.

Core Competencies

• Adaptability & Accountability: Adapts to changes in the work environment, manages competing demands, open to criticism and feedback, changes approach or method to best fit the situation.
• Analytical Skills: Synthesizes complex or diverse information, prioritizes projects, and determines best way of meeting deadlines and requirements.
• Business Ethics: Works with integrity and ethically, upholds organizational values, and abides by written policies.
• Communication: Expresses ideas and thoughts both verbally and in written form, exhibits good listening skills and comprehension, responds well to questions, and writes clearly and informatively.
• Compliance: Within specified functional area of authority, is personally accountable to understand and ensure regulatory and policy compliance with state and federal requirements in accordance with their respective job duties and responsibilities.
• Confidentiality: Maintains a high degree of confidentiality.
• Culture: Demonstrates and supports a culture of diversity, equity and inclusion through cultivating awareness, continuous development, and modeling inclusive behaviors.
• Customer Service: Provides prompt and high-quality service to team members, vendors, and internal/external customers. Ability to remain calm in stressful situations. Resolves service issues in the assigned project/department in a timely and professional manner.
• Judgment: Displays willingness to make decisions timely, exhibits sound and accurate judgment, supports and explains reasoning for decisions, includes appropriate people in decision-making process.
• Teamwork / Morale: Treats others with professionalism, gives and welcomes feedback, inspires the trust of others, displays a solution-driven mindset, offers assistance and support to co-workers consistent with this role, works cooperatively and collaboratively in group situations. Engages consistently in professional behavior.
• Leadership & Management: Leads collaborative teams for projects or groups both internal and external to business and across functional areas. Reacts well under pressure. Carries out required performance management processes. Identifies disciplinary situations or employee conflict and manages communication appropriately. Assures confidential interchange with subordinates as appropriate.

Qualifications, Experience, and Education

• Bachelor’s degree in human resources, Business Administration, or a related field.
• Master's degree preferred
• 10+ years of experience in a senior HR leadership or strategic HR business partner role.
• Proven expertise in employee relations, organizational development, learning and development, and talent management.
• Strong knowledge of employment law and compliance requirements.
• Demonstrated ability to partner effectively with senior leadership and drive organizational change.
• Excellent communication, interpersonal, and conflict resolution skills.
• Ability to manage complex HR issues while maintaining a strong focus on the organization’s goals.
• SHRM-CP or SHRM-SCP highly preferred.

Computer and Equipment Skills

• Foundational computer skills, including Microsoft Office Suite and the Internet. Ability to navigate at a basic level within web-based applications.
• Advanced skills with Microsoft applications which may include Outlook, Word, Excel, PowerPoint, Access and/or other web-based applications. May produce complex documents, perform analysis, and maintain databases.
• Use of online teleconferencing software (e.g., Zoom or Teams).