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Human Resources Business Partner
Educational Alliance, a 128 year old New York institution, is a vibrant, dynamic organization serving New Yorkers from all walks of life. We serve everyone regardless of the language they speak, where they come from, or their socioeconomic status. We believe that everyone should have a chance to live a better life and that arts and culture, education, health and wellness, and social services can help lay that foundation.
- Competitive Salary
- Paid Holidays, Floating Holidays and Personal Days
- Comprehensive Health Insurance
- Free Gym Membership to our Manny Cantor Center Gym
- 403(b) Retirement Plan
- Discounts to programs at Educational Alliance
- Generous Vacation Package
The HR Business Partner (HRBP) is responsible for aligning business objectives with employees and management in designated division(s). The role serves as a consultant to management on human-related issues. The successful HRBP will act as an employee champion and change agent; assesses and anticipates HR-related needs; develops integrated solutions in partnership with internal HR Team as well as other key stakeholders interact with the assigned department.
SCOPE OF INFLUENCE
- Direct client group across multiple programs within the Educational Alliance
- Partners with internal and external customers and vendors
- Collaborates with the Human Resources Team on a wide-range of projects and initiatives
- Maintains an effective level of organizational literacy about the divisions’ financial position, plans, and culture
KEY RESPONSIBILITIES AND ACCOUNTABILITIES
Organizational Effectiveness – (80%)
- Resolve complex employee relations issues.
- Provides day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions, and performance improvement plan).
- Conducts effective, defensible, thorough and objective investigations and provides recommendations.
- Develops and maintains partnerships with senior decision-makers within client group to effectively achieve business results and manage complex HR activities
- Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention
- Partners with Talent Acquisition to supports recruitment strategies, including screening, interviewing candidates, extending and negotiating offers for a variety of positions from entry-level to senior management.
- Develops offer letter terms for new hires, promotions and transfers in partnership with Division Hiring Manager.
- Identifies training needs and recommends training programs including evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
- Provides EA policy guidance and interpretation including interpretation of Union collective bargaining agreements.
- Conducts new-employee orientations as required to ensure employees gain an understanding of benefits plans and EA policies and procedures.
- Assist HR Team and participate in weekly New Hire paperwork sessions to ensure effective communication, positive on-boarding experience and completion of all compliance paperwork.
- Acts as a liaison between payroll and client group to ensure employees understanding of benefits and compliance of HR policies and regulations. Keep management advised of potential problem areas and recommend/implement solutions as appropriate.
- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks ensuring regulatory compliance.
- Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
- Participates in administrative staff meetings and attends trainings as required.
- Performs other incidental and related duties as assigned.
- Maintains awareness of current Human Resources policies and regulations, Department of Health, Department of Education, and other governing bodies’ rules and regulations, as well as agency’s internal policies and procedures.
- Ability to influence stakeholders in the interest of meeting organizational goals and values.
- Communicates at a high level, both written and verbally with a focus on excellent customer service and relationships.
- Bachelor’s degree and three to five years’ experience in full-cycle talent management and strong human resources generalist background.
- Knowledge of MS Office Suite, Google Office Suite, and 1 or more HRIS systems
- Proficient with applicant tracking systems and various job boards and social networking sites.
- Commitment to the value of diversity within the organization.
- Ability to maintain high confidentiality in all aspects of agency information.
- Friendly and service-focused with excellent communication, both verbal and written.
- Ability to work autonomously with a strong attention to detail and analytical abilities.
Preferred Attributes :
- SHRM-CP or SHRM-SCP Certification or PHR/SPHR
- Experience working in large multifaceted non- profit organization
- The ideal candidate will be a passionate and warm collaborator, excellent communicator with proven success connecting and relating with internal team members and external clients.
- Self-motivated, highly efficient, and able to problem solve
- Demonstrated ability to handle stressful situations in a professional, warm and friendly manner
- Ability to maintain visual acuity to perform activities such as preparing and analyzing data, viewing a computer terminal, extensive reading,
- Expressing or exchanging ideas through the spoken word, including activities in which s/he much convey detailed or important spoken instructions to other workers accurately, loudly or quickly
- Perceiving the nature of sounds at normal speaking levels with our without correction; ability to receive detailed information through oral communication to make discriminations in sound.
- Ability to work in an open office environment and maintain concentration amid surrounding ambient activity
- Ability to physically move from classroom to classroom for observation and engage with teachers and children; ability to perform activity that may range from standing, walking, reaching crouching, and lifting.
Role Key Competencies
- Building Relationships
- Team Player
- Planning and Organizing
The Organizational Development Manager is responsible for the development and implementation of organizational development strategies/initiatives. The incumbent also participates in a variety of organizational development practices to assist with overall organizational change management as necessary such as talent assessment, succession planning, talent review, and leadership development.Knowledge/Skills/Abilities
Ensures the development and implementation of organizational development strategies, prioritizing efforts and resources toward increased organizational effectiveness and ensuring total alignment within the overall scope of the employee career cycle by:
- Consulting with business leaders to determine the most imperative business and organizational issues and areas that can benefit from improved organizational systems and/or training programs;
- Conducting best practice research and interpreting findings to provide successful organizational effectiveness improvements that are aligned with the Company’s vision, mission, and values;
- Assessing each phase of the employee career cycle, including selection, on-boarding, technical/leadership training, ongoing development, performance evaluation, compensation and career progression to ensure that a comprehensive and holistic view of the career cycle is properly maintained;
- Ensuring that the phases of the employee career cycle are appropriately structured and that effective systems are in place and aligned with the Company’s business strategy and culture and recommending phase improvements or changes as necessary;
- Participating in the development and implementation of metrics to demonstrate the business impact of leadership and organizational development initiatives;
- Providing support to the Organizational Development team and other Human Resources team members, senior leadership and the field organization; and
- Acting as a change agent by providing support and resources to move the organization forward to achieve strategic business objectives.
- Coordinating and executing the operational and strategic implementation of major organizational development initiatives as assigned, such as talent assessments, succession planning, succession planning, and change management;
- Assessing leadership and organizational development needs within the organization;
- Utilizing a variety of assessment tools to increase organizational effectiveness within the Company
- Demonstrated knowledge of established organizational development and training practices, including needs assessment, instructional design, talent assessments, succession planning, employee engagement, leadership training, performance management, and change management.
- Demonstrated skill in the design and application of performance metrics development measurement and evaluation tools.
- Demonstrated skill with classroom facilitation to make clear and persuasive presentations and facilitate large group meetings.
- Demonstrated ability to build credibility quickly at all levels within the organization.
- Skilled ability to provide business needs analysis and strategic planning with senior leaders.
- Demonstrated ability to make sound, independent judgments within established polices and procedures.
- Strong interpersonal and oral/written communication skills with the ability to relate well and cooperate with other members of management and other departments at all levels.
- Demonstrated ability to manage multiple concurrent assignments while meeting deadlines and demanding quality execution.
- Demonstrated ability to take initiative in providing new ideas to improve process efficiencies.
- Demonstrated advanced skills with the standard features of various personal computer word processing and spreadsheet software (Microsoft Word and Excel, PowerPoint, Outlook, Internet, pivot tables & V Lookups, and other proprietary software).
Qualifications Job Qualifications
- Bachelor’s degree in Business, Psychology, Organizational Development, Organizational Behavior, or a related field
- 7+ years of organizational development/training experience designing, developing, and delivering curriculum on an organizational level
- Successful experience with a large-scale sales effectiveness initiative.
- Experience with process definition and improvement.
- Experience with project management.
- Familiarity with Talent Systems (Oracle preferred).
To all current Molina employees: If you are interested in applying for this position, please apply through the intranet job listing.
Molina Healthcare offers a competitive benefits and compensation package. Molina Healthcare is an Equal Opportunity Employer (EOE) M/F/D/V.
The HR Business Partner (HRBP) is a Generalist role responsible for aligning business objectives with employees and management in designated business units. The HRBP will manage all aspects of the recruiting process, fostering and maintaining employee relationships through coaching, advising and negotiating in conflict situations, and will assist in organizational effectiveness efforts. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions in a number of key areas, such as recruitment and hiring, internal mobility, employee relations, performance management, labor law compliance, HR operations, and skill development and training.The position formulates partnerships across the HR functions and works collaboratively across all levels to deliver value-added service to management and employees that reflects the business objectives of the organization and assists in the implementation of people- related services, HR policies, practices and procedures.
- Leads full cycle recruiting processes to meet the various staffing goals within multiple business units of the organization. Maintains accurate and organized documentation, digital filing and reporting on all candidates/applicant tracking initiatives. Ensures job descriptions are created, evaluated and current for all positions prior to recruitment/hire. Develops offer terms for new hires, promotions, and transfers. Through networking and understanding of internal talent, helps to build a talent pipeline to ensure a consistent flow of candidates for management positions.
- Responsible for HR headcount budget, New Employee Requests (NER), and maintenance of organizational charts for region.
- Responsible for optimization/implementation of company talent acquisition and management programs and manages in-house talent systems and vendor relationships in collaboration with other HRBP’s to ensure that we hire key talent with a focus on the candidate experience. Ensures all regular vacant positions are posted internally and provides analysis of recruiting processes, employee retention statistics, and other associated HR metrics.
- Manages employee relations for region and recommends appropriate employment action to maintain a productive work environment. Supports managers in the writing of all corrective actions and manages all employee disciplinary actions to ensure consistent, uniform and fair application of company policies and procedures and governmental laws. With general supervision, conducts thorough and objective investigations, recommends solutions to issues, counsels employees, advises managers on discipline process and facilitates dispute resolution. Tracks all employee relations data.
- Maintains appropriate knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with legal department as needed. Accountable for all HR administration ensuring compliance with legal guidelines.
- Provides day-to-day performance management guidance to managers and works closely with both management and employees to improve work relationships, build morale, and increase productivity and retention.
- Provides HR policy guidance and interpretation.
- In collaboration with Learning & Development, assists with facilitation of training curriculum/materials to meet local market needs as it relates to new store openings, new hire orientation, sales and service/clienteling, and other soft skills as identified.
- Responsible for the management of the company’s annual performance review process and 30/60-day review process and ensures all employees are consistently provided with the tools and feedback needed to be successful in their role. Coaches and advises leadership on performance management conversations and documentation. Creates and designs content of the performance reviews in alignment with goals of the company.
- Oversees onboarding process for new employees and manages company mentorship program for region of responsibility.
- Assists as needed with entry and maintenance of new hires and/or employee changes in HRIS system.
- Assists in the development and administration of all other projects, programs, procedures and guidelines aimed at aligning the workforce with strategic goals of the department and company.
Minimum Years of Experience – At least 5 years of experience in a similar role.
Minimum Education Requirement – Bachelor’s Degree.
- Solid understanding of HR policies and procedures, Federal and State employment laws, compliance and reporting requirements.
- Clear understanding of the end to end recruitment lifecycle processes and ability to recruit all levels of the organization.
- Excellent written and verbal communication skills and interpersonal skills.
- Demonstrated ability to use technology (i.e. Excel, PowerPoint, Word, HRIS systems and internet) to gather, interpret, organize and present data
- Must possess sound judgment and critical thinking skills, ability to manage multiple priorities and administer broad range of tasks.
- Demonstrated success management of multiple projects and competing priorities while balancing the needs for quality with meeting deadlines.
- Detail oriented with strong organizational skills; evidence of self-motivation; demonstrated ability to plan, schedule and work both independently and in teams within a service-oriented organization.
- Experience in retail, luxury retail or service-oriented organization, preferred.
“You work for NJM? That’s a great company!” If you’re hired, you’ll hear it over and over again from friends, family and neighbors. Why? Because NJM strives consistently to meet the service expectations of its customers. These efforts do not go unnoticed — many policyholders have trusted NJM for decades, and it’s commonplace for NJM to insure multiple generations of the same business and families.
With opportunities for advancement, competitive salaries, and attractive benefits, including medical, dental, a generous 401(k) plan, paid time off and more, many employees choose to build their careers at NJM. As one of the region’s premier property/casualty insurers and a leading provider of Workers Compensation, Commercial Auto, and Personal Lines insurance, NJM expanded into multiple states in 2018 with further market expansion planned in the future.
Oversee the development and implementation of initiatives that further increase organizational effectiveness and leadership capabilities. This includes the design and development of high-profile Talent Management Programs that align with and support the Company’s Strategic Plan
- Assist with the research, development, design and implementation of various initiatives and projects related to all facets of Talent Management including but not limited to: succession planning, identification of high potential talent, assessment tools, development programs, competency models, career planning and consulting
- Collaborate with the Human Resources Business Partner Team and other key stakeholders to further evolve the company’s talent management strategy to attract, develop and retain talent required to meet current and future business needs
- Plan, coordinate and execute quality leadership development programs for various levels of leaders. This includes various types of blended learning including classroom training, e-learning, self-study and other mediums to continue development
- Serve as an internal coach to high potential employees. Will manage internal and external coaching/mentoring engagements and assess their effectiveness
- Oversee or directly facilitate the 360 feedback process, leadership and team assessments and new leader assimilations
- Design and develop organizational development and change management tools to be leveraged by Business Leaders during times of significant organizational change
- Conduct needs assessments to identify development opportunities and drive desired outcomes. Design and facilitate sessions to foster more cohesive teams and working relationships
- Conduct ROI and/or analysis of development solutions and OD programs, make recommendations for modification and monitor the effectiveness of these initiatives
- May provide leadership and guidance to assigned staff in the future
- 7-10 years of progressive experience with strategic focus on talent management and organizational development
- 5+ years of leadership experience desired
- Thorough knowledge of adult learning techniques, instructional design, presentation, facilitation and consultation skills
- Bachelor’s Degree is required; advanced degree and/or OD-related certifications or designations are preferred
- Strong HR and business acumen with demonstrated success in the design and delivery of leadership development programs
- Subject matter expertise with employee assessment tools and practices such as 360 feedback programs, MBTI, SDI or DiSC preferred. Certifications in these types of tools are desired
- Demonstrated experience with succession planning, high-potential development programs and organizational effectiveness assessments
- Adept at providing performance consulting with the ability to recommend appropriate solutions to enhance individual or team performance
- Excellent coaching, consultation and facilitation skills with the ability to quickly establish and build effective relationships
- Strong organizational and project management skills to meet multiple priorities and deadlines
- Has the ability to adapt to new environments quickly as well as the flexibility to change direction when needed
- Demonstrated analytical capabilities to determine the ROI of development solutions
Job Type: Full-time
- relevant: 7 years (Required)
- One location
- Health insurance
- Dental insurance
- Paid time off
- Professional development assistance
- Tuition reimbursement
This Job Is Ideal for Someone Who Is:
- Dependable — more reliable than spontaneous
- People-oriented — enjoys interacting with people and working on group projects
- Adaptable/flexible — enjoys doing work that requires frequent shifts in direction
- Detail-oriented — would rather focus on the details of work than the bigger picture
- Achievement-oriented — enjoys taking on challenges, even if they might fail
This Company Describes Its Culture as:
- Stable — traditional, stable, strong processes
- People-oriented — supportive and fairness-focused
- Team-oriented — cooperative and collaborative
Macmillan is a global publishing company with prominent imprints around the world, publishing a broad range of books and digital products for the consumer and education markets.
U.S. publishers and brands include Bedford/St. Martins, Celadon Books, Farrar, Straus and Giroux, Flatiron Books, Hayden-McNeil, Henry Holt & Company, Intellus Learning, Late Nite Labs, Macmillan Audio, Macmillan Children’s Publishing Group, Picador, Sapling Learning, SkyFactor, St. Martin’s Press, Tor Books, W.H. Freeman, and Worth Publishers.
In the UK, Australia, India, and South Africa, Macmillan publishes under the Pan Macmillan name. The German company, Holtzbrinck Deutsche Buchverlage, includes among its imprints S. Fischer, Kiepenheuer and Witsch, Rowohlt, and Droemer Knaur.
Macmillan is part of the Holtzbrinck Publishing Group, a large family-owned media company headquartered in Stuttgart, Germany.
We are an Equal Opportunity Employer committed to reflecting a broad representation of differences -race, ethnicity, religion, sex, sexual orientation, gender identity/expression, physical ability, age, family status, economic background and status, geographical background and status, and perspective — in our workplace. The successful candidate for this position will be an employee of Holtzbrinck Publishing Holdings LP
The Human Resources Business Partner (HRBP) is accountable for providing support and consultative HR services to the US Trade publishing and Shared Services groups to assist them in achieving service and business objectives. The HRBP is the first point of contact when HR issues arise. The HRBP provides support and service in the areas of general policy, employee and management coaching, employee relations, recruiting, compensation, performance management and other high-touch human resource services. Delivering on these commitments in a timely, accurate, and professional manner is critical to success in this role.
- Develops and maintains strong working relationships with Trade/Shared Services managers and employees, as well as internal colleagues in HR and Shared Services; schedules periodic meetings with Trade/Shared Service clients to determine business challenges/needs and assess HR needs, satisfaction, practices and compliance.
- Helps develop HR policy in collaboration with HR management team (other directors, Benefits, Legal); interprets, understands, delivers, and adheres to HR best practices for staff and managers.
- Researches and provides recommendations covering a wide variety of HR management strategies appropriate for achievement of change processes in compensation, recruitment, performance management, staff development, employee engagement, all in line with assigned clients’ business objectives.
- Ensures a hands-on approach with staff and managers to reach a high level of engagement.
- Provides employees/managers with information and advice regarding complex employment practices, corporate and divisional policies & procedures, benefit programs, time & attendance rules, and other HR-driven processes. Evaluates business groups’ adherence to such requirements and provides guidance/feedback.
- Ensures that Trade/Shared Services managers and staff adhere to best practices for preparing and processing new hire paperwork, performance reviews, bonus and compensation decisions, recruitment, employee changes and other related items; Provides Trade/Shared Services employees with an appropriate on-boarding and off-boarding experience.
- Recommends/implements changes to practices/requirements, as appropriate. Ensures effective teamwork and coordination of HR service delivery for client group employees.
- Develops and manages HR strategies and key activities to attract, develop and retain a diverse and talented workforce, based on Trade/Shared Services’ business needs. Recommends and implements recruitment strategies through employment outreach activities. Dedicated and engaging driver of recruitment strategy and active participant. Plays important role in promoting the company’s D&I initiatives.
- Partners with Trade/Shared Services clients to develop accurate job descriptions in compliance with FLSA regulations and best practices and, in conjunction with Legal, provides consultation on employee/contractor and exempt/non-exempt job classification determinations. Interprets and applies employee handbook, policies, procedures, practices, and regulations consistently across assigned client groups and assures compliance with applicable federal, state and local labor laws, rules and regulations.
- Provides coaching, guidance, and conflict management resolution best practices to staff and managers: encourages creative contributions and innovative solutions; conducts investigations and researches employee grievances for Trade/Shared Services clients in close collaboration with Director of HR and employment attorney.
Required Skills / Knowledge:
- Strong analytical skills such as: analyzing large amounts of data such as job titles and salaries and making recommendations
- Ability to understand business goals and recommend new approaches
- Experience with rapid and complex changing work environments
- Strong coaching and mentoring skills; ability to navigate complex employee relations matters with tact and confidence
- Demonstrated commitment to meeting the needs of internal and external clients; ability to strive for high level of satisfaction
- Strong ability to cooperate and work collaboratively toward solutions that generally benefit all involved parties
- Demonstrates ability to engage in a direct and truthful manner; ability to present accurate and appropriate information
- Demonstrated ability to hold personnel information strictly confidential with excellent judgement
- Ability to hold self and others accountable for high-quality, timely, and effective results
- Demonstrates ability to maintain high-level and consistent work ethic in working relationships and all work related duties
- Demonstrate expertise in providing unparalleled customer service
- Enthusiastic team player with a strong commitment to create a positive and engaging work environment
- Ability to interface successfully at all levels of the organization
- Excellent critical thinker able to make solid judgments, decisions and solve problems
- Understanding of local, multi-state and federal employment regulations, laws and best practices
- Strong project management skills with the ability to balance competing demands and satisfy conflicting needs with tact and diplomacy
- Strong experience using payroll and human resources software
- Ability and willingness to travel occasionally and also on infrequent long-distance business trips
- Proficiency with MS Office suite of products
- Minimum 5+ years of HR Generalist and/or HR business partner experience
Educational Background Required:
- Undergraduate or graduate degree in Human Resources/OD or other related field or equivalent work experience
Director, People Partnership
The People team at the ASPCA is focused keeping PEOPLE at the center of the ASPCA, where we champion the connection between animals and people, and are working on creating a diverse, inclusive environment where staff LOVE coming to work each day. We do this through partnership with the departments across the organization in attracting, engaging, developing and retaining top talent who want to build careers here. The more engaged our staff are, the more purposefully we can move towards our overall vision that animals live good lives: where they are valued by society, protected by its laws, and free from cruelty, pain and suffering.
Through partnering with team leaders, managers and staff members directly, the Director, People Partnership will support managers in creating environments where every member of the team has meaningful opportunities to learn and grow. As a key resource within the People team, the Director will strategically partner with internal client teams to maximize the contributions of each person and team through:
- focus on dependable people processes that bring clarity and add value to team operations;
- supporting the development of excellent management including improved performance management and accountability to employee engagement;
- supporting the development of high-performing teams by creating a culture that enhances work-life balance, through embedding diversity, equity & inclusion, engaging in workforce planning, and supporting new initiatives.
An experienced team leader with strong people management experience, who has exceptional judgment and the ability to ask great questions to understand client context, always search for the third side of every story, all while operating with a keen eye to when we need to loop in key partners (Legal, Learning & Development, Benefits, Internal Communications) will find a fulfilling professional home here.
This role reports to the Senior Director, People Partnership.
Provide direct People team support to select business units (50%)*
- Ensure that the organization receives best-in-class, streamlined people-centric support including:
- Performance management (performance reviews, goal setting, performance improvement interventions and supports)
- Staff development (on-boarding, ongoing professional development and feedback)
- Team structure advising in relation to workforce planning and assessing any proposals for restructures
- People practices and policies (leave management; leadership aligned with employment policies; constant prioritization around ensuring all staff have access to safe, respectful work environments)
- Employee relations
- Directing and/or conducting investigations of grievances and complaints related to concerns such as discrimination, harassment, retaliation and other confidential matters
- Administering and supporting all aspects of employee terminations as needed
- Facilitating solutions-based resolutions to conflicts
- Streamline People team engagement for our people by building strong relationships with Legal, Finance, and People team specialists and clarifying division of labor amongst the team
- Partner directly with teams in facilitating learning opportunities, and discussions around employee engagement, team culture, and diversity, equity and inclusion
Build a strong organizational culture and trusting relationships (35%)*
- Build and operate with a strong understanding of our programmatic operations, structure, and culture
- Partner with leadership to champion ASPCA culture and values and identify opportunities to improve organizational effectiveness
- Build and maintain strong relationships with our people across all levels, teams, and locations
- Act as a confidante and consultant to leadership to enable improvement of manager capacity and effectiveness
Participate as a leader on the People Team (15%)*
- Regularly engage with teammates through embodiment of our core values on team calls, at conferences, and through ongoing daily and weekly communications
- Continuously seek and implement feedback from internal partner teams and departments across the organization to streamline operations and processes, creating a seamless experience for managers and staff interacting with the People team
- Substantial contributions to People team priorities, including performance management and diversity, equity and inclusion
- Own miscellaneous People team projects to ensure best-in-class team operations
*Percentages are an estimate and likely to change as someone lives into the position
Exemplifies the ASPCA’s Core Values:
- Has Commitment and dedication to improving the lives of animals
- Demonstrates Ownership and feels responsible for outcomes
- Believes in Team – that we are stronger together
- Seeks to Elevate others and reimagine what is possible
- Focuses on Impact, specifically making change for animals
Education and Experience:
- B.A./B.S. degree required
- 7+ years of experience required
- Proven success as a people-manager required; management of teams including direct and indirect reports preferred
- Experience working closely with HR or as an HR generalist preferred
- Experience partnering with senior organizational leaders required
- Experience engaging in discussions around diversity, equity and inclusion strongly preferred
Knowledge and Skills Requirements:
- Ability to develop strong relationships with diverse individuals, and to influence and motivate others at a high level
- Ability to prioritize, execute and thrive in a fast-paced and ambiguous environment
- Exhibit exceptional analytical and strategic problem-solving abilities, creativity and judgment
- Strong process orientation, with the ability to ensure all steps required of clients are clear and add value, and all engagement with internal partner teams is fluid and solutions-oriented
- Strong coaching and change management skills; proven ability to lead by example, create momentum, and foster change
- Strong conflict management, facilitation and collaborative problem-resolution skills
- Strong ability to synthesize feedback from multiple parties
- Outstanding communication and presentation skills – both in-person and virtual
- Expertise having managed staff throughout the employee lifecycle with particular skill in performance management and employee relations
- Passionate about enabling the success of others and playing an integral behind-the-scenes role
- Ability to have flexible work hours and travel to multiple locations within the U.S. (up to 20%)