Tek Ninjas
Sr. Program Manager - HR
Tek Ninjas, Chicago, Illinois, United States, 60290
Position: Program Manager - HR
Location: Chicago, IL
Duration: 6 Months with EXT
Overview / SummaryResponsible for providing HR support to one or multiple divisions within Client. Provide support regarding business/HR related decisions, employee relations, policies, and procedures. Establish and maintain strong partnership with assigned Business Partners and leadership.
Collaborate with HR Leadership and Business Partners to implement HR and business strategies/objectives for the region. Liaison between management, legal, corporate regarding employment compliance issues.
Essential Job Accountabilities
Responsible for providing HR leadership, consultation, and support to one or multiple divisions.
Will lead a team of HR Business Partners.
Provide support regarding business/HR related decisions, including forecasting, staff planning, employee relations, policies and procedures.
Collaborate with HR Leadership and Business Partners to implement HR and business strategies/objectives for the region division.
Liaison between management, legal, corporate regarding employment compliance issues.
Partner with and provide HR guidance and support to business leadership in various corporate and divisional objectives including workforce planning and development, organizational development and performance, staffing, downsizing, HR employment practices, rewards and recognition strategies, diversity, employee relations and succession planning.
This role must establish and maintain strong business partnerships with the leadership and employees at all levels of the organization.
Responsible for the day-to-day Human Resources function for all Inflight locations.
Provide strategy and counsel on projects and goals as they relate to the effectiveness of the operations and the overall division; utilize and leverage data and metric to inform decision making.
Coordinate with all levels of management regarding HR Strategies, programs, practices, and issues.
The Sr. Manager must build and maintain working relationships with the regional and/or employee leadership, building a candor and trust level necessary to resolve outstanding disputes.
Responsible for supporting both management and administrative employees with emphasis in all areas of Employee Relations (Employee Appeals, Mediations, Settlement Agreements, Conflict Resolution, Drug & Alcohol Policy issues and Restructures/Reorganizations).
Responsible for directly counseling employees on personal and policy matters.
Interaction and coordination with the various HR Total Rewards and Labor Relations professionals in order to assist business leaders and employees.
As a related function, the role will partner with Labor Relations peers for investigations, grievances, and arbitrations within the unionized work group.
Liaise with other departments within the Region to coordinate communications and practices.
This role will provide technical expertise and training as needed to regional management regarding the application and execution of corporate guidelines, policies, and administrative activities.
For the management and administrative employees, work with local management in the application of the Performance Management process including planning and review, creation of Performance Improvement Plans and the execution of counseling and progressive discipline on Performance Issues.
Oversee the implementation, management, and success factors of recognition programs across the division.
Manage, coordinate, and oversee all aspects of Human Resources procedures in compliance with Federal, State and Local employment and related HR laws such as: FMLA, ADA, & EEOC, including networking with the various related Counsels in the Law Department and the Employment Compliance group regarding regional employment compliance issues.
Liaise with other internal departments to align and manage common corporate programs and practices where applicable.
Conduct internal investigations, document findings/recommendations in accordance with established policy and recommend resolutions to management.
Year(s) of Related Experience
7+ years of HR generalist experience, with emphasis on business partnerships, employee advocacy, change activities, HR administration & labor activities - or equivalent work experience.
2 years of Project/Program Management experience.
2 years Management/Leadership experience.
4-6 years HR/Generalist experience with emphasis on business partnerships; employee advocacy, change activities, HR administration & labor activities - or equivalent work experience.
Knowledge / Skills / Abilities
Very strong employee relations experience.
Generalist background with broad knowledge of Employee Relations, Labor Relations, Training, Conflict Resolution and Investigations experience.
Familiarity with Company policies and guidelines.
Strong knowledge of FMLA, EEO laws, ADA and other employment related State and Federal laws & regulations.
Understanding of Discretion and Confidentiality.
Demonstrated ability to work under pressure and deal with complex issues.
Ability to make rational, realistic decisions using good reasoning and sound judgment.
Excellent interpersonal skills with the ability to build strong working relationships develop and deliver fair and equitable solutions.
Excellent communication skills (written & verbal) with a strong employee advocacy orientation.
Professional demeanor with excellent and timely follow-up with business partners.
Must be self-motivated and have an enhanced ability to prioritize/plan in a fast-paced environment.
Strong analytical skills.
Ability to have a sensitive approach to difficult situations.
Well organized with the strong ability to prioritize and multi-task.
Ability to effectively work with all levels of management.
Assist in other areas of Human Resources as needed.
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Location: Chicago, IL
Duration: 6 Months with EXT
Overview / SummaryResponsible for providing HR support to one or multiple divisions within Client. Provide support regarding business/HR related decisions, employee relations, policies, and procedures. Establish and maintain strong partnership with assigned Business Partners and leadership.
Collaborate with HR Leadership and Business Partners to implement HR and business strategies/objectives for the region. Liaison between management, legal, corporate regarding employment compliance issues.
Essential Job Accountabilities
Responsible for providing HR leadership, consultation, and support to one or multiple divisions.
Will lead a team of HR Business Partners.
Provide support regarding business/HR related decisions, including forecasting, staff planning, employee relations, policies and procedures.
Collaborate with HR Leadership and Business Partners to implement HR and business strategies/objectives for the region division.
Liaison between management, legal, corporate regarding employment compliance issues.
Partner with and provide HR guidance and support to business leadership in various corporate and divisional objectives including workforce planning and development, organizational development and performance, staffing, downsizing, HR employment practices, rewards and recognition strategies, diversity, employee relations and succession planning.
This role must establish and maintain strong business partnerships with the leadership and employees at all levels of the organization.
Responsible for the day-to-day Human Resources function for all Inflight locations.
Provide strategy and counsel on projects and goals as they relate to the effectiveness of the operations and the overall division; utilize and leverage data and metric to inform decision making.
Coordinate with all levels of management regarding HR Strategies, programs, practices, and issues.
The Sr. Manager must build and maintain working relationships with the regional and/or employee leadership, building a candor and trust level necessary to resolve outstanding disputes.
Responsible for supporting both management and administrative employees with emphasis in all areas of Employee Relations (Employee Appeals, Mediations, Settlement Agreements, Conflict Resolution, Drug & Alcohol Policy issues and Restructures/Reorganizations).
Responsible for directly counseling employees on personal and policy matters.
Interaction and coordination with the various HR Total Rewards and Labor Relations professionals in order to assist business leaders and employees.
As a related function, the role will partner with Labor Relations peers for investigations, grievances, and arbitrations within the unionized work group.
Liaise with other departments within the Region to coordinate communications and practices.
This role will provide technical expertise and training as needed to regional management regarding the application and execution of corporate guidelines, policies, and administrative activities.
For the management and administrative employees, work with local management in the application of the Performance Management process including planning and review, creation of Performance Improvement Plans and the execution of counseling and progressive discipline on Performance Issues.
Oversee the implementation, management, and success factors of recognition programs across the division.
Manage, coordinate, and oversee all aspects of Human Resources procedures in compliance with Federal, State and Local employment and related HR laws such as: FMLA, ADA, & EEOC, including networking with the various related Counsels in the Law Department and the Employment Compliance group regarding regional employment compliance issues.
Liaise with other internal departments to align and manage common corporate programs and practices where applicable.
Conduct internal investigations, document findings/recommendations in accordance with established policy and recommend resolutions to management.
Year(s) of Related Experience
7+ years of HR generalist experience, with emphasis on business partnerships, employee advocacy, change activities, HR administration & labor activities - or equivalent work experience.
2 years of Project/Program Management experience.
2 years Management/Leadership experience.
4-6 years HR/Generalist experience with emphasis on business partnerships; employee advocacy, change activities, HR administration & labor activities - or equivalent work experience.
Knowledge / Skills / Abilities
Very strong employee relations experience.
Generalist background with broad knowledge of Employee Relations, Labor Relations, Training, Conflict Resolution and Investigations experience.
Familiarity with Company policies and guidelines.
Strong knowledge of FMLA, EEO laws, ADA and other employment related State and Federal laws & regulations.
Understanding of Discretion and Confidentiality.
Demonstrated ability to work under pressure and deal with complex issues.
Ability to make rational, realistic decisions using good reasoning and sound judgment.
Excellent interpersonal skills with the ability to build strong working relationships develop and deliver fair and equitable solutions.
Excellent communication skills (written & verbal) with a strong employee advocacy orientation.
Professional demeanor with excellent and timely follow-up with business partners.
Must be self-motivated and have an enhanced ability to prioritize/plan in a fast-paced environment.
Strong analytical skills.
Ability to have a sensitive approach to difficult situations.
Well organized with the strong ability to prioritize and multi-task.
Ability to effectively work with all levels of management.
Assist in other areas of Human Resources as needed.
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