Opus Talent Solutions is hiring: HR Manager in New York

With locations across the UK, Australia, US, Netherlands and Spain, Opus Talent Solutions is a leading recruitment and staffing business in the technology and sustainability sector under its Opus Recruitment and JD Ross brands, and a provider of technology training and entry level talent under its _nology brand.

We are seeking an experienced HR Manager to join our HR Operations team reporting into the Head of HR who is based in UK. This is a hands-on, diverse, end to end role supporting all facets of the HR spectrum to our US based employee group in a fast paced, global organisation.

Role overview

As a member of the global People function, this is an individual contributor role for a seasoned HR generalist, energised by working collaboratively with both locally based colleagues and third-party partners, and globally based HR team; a cool-headed multitasker with experience of managing a diverse range of stakeholders across the employee lifecycle.

The HR Manager will dock into our people and culture and provide robust, people-centric and compliant HR excellence to our US population at the same time as contributing to our impact as a global People function through the work they do as part of the HR Operations team.

Other things to know

• Our People function gives us access to people working in L&D and Talent Acquisition specialisms.
• Our US population runs from trainees with little or no workplace exposure to seasoned recruitment leaders and business support professionals.
• Even though this role has a US focus, our HR Operations team operates globally. Building and maintaining relationships with your peers as well as your manager (based in the UK) through proactive communication, will be key to success.
• Sound understanding the US labour and employment market is critical in informing our practices and educating our managers and employees alike – you may not be an expert in the legislative practices of every aspect but you know what you need to be looking for and where to find the answers.
• Seeing first-hand what’s on our people’s minds to share with the People team and HR Operations colleagues is key, so while we support flexible working and don’t expect regimented work patterns, we do expect circa. 50% of the working week to be based in either the Tampa, Dallas or Austin office.
• Occasional travel to other offices should be expected but we don’t jump on planes for the sake of it.
• We are fast paced and hands on.
• We are looking for an operator who thrives on thinking bigger picture and rolling their sleeves up in delivery.

Requirements

HR advice and support

• Working as part of the HR Operations team to develop and maintain our HR philosophies, policies and procedures that match up to (and exceed!) where we want to be as a company from a cultural and ESG standpoint, always with an eye on how to land the messages with the audience.
• Providing a responsive service to incoming customer requests and backing this up with required advice, counsel, and documentation – thinking things through and starting with the end in mind.
• Management of organisational and role changes from design through to delivery, handling all necessary documentation and system updates to ensure people’s records are up to date and that new hires, changes, leavers are captured accurately.
• Ensuring timely enrolment to benefits plans and portals so that our people are all set.
• Contributing to the implementation and ongoing improvement of our global HRIS.
• Overseeing compliance matters such as mandatory training, document checks and sign-off so that everyone knows what’s expected of them and what we can expect of them in the employment relationship.
• Working proactively with leaders in the US, and sometimes outside the region, to understand their needs and the context in which they are working to drive their business growth through people.
• Being alert to information, resources and opportunities to connecting what is happening in the US with what is happening in other parts of the business, and where there are opportunities for sharing.
• Anticipating and getting ahead of potential employee relations or welfare matters and case management of issues as they arise, proposing solutions and options and sense-checking this within the HR Operations team to look for ways of standardising on the company’s approach where possible, or doing something specific for the given territory where this is better.
• Delivering education as needed, for example in supporting managers and employees through the annual review process, explaining new benefits provisions or sharing legislative updates.
• Brokering the relationship between HR Operations and other parts of the People function (talent acquisition, L&D) so that customers receive the support they need from the right place.

Partnering

Culture development

• Ensuring that inclusivity, legal compliance and consistency with our company culture and values are inherent through all our processes and challenging areas in which they are not where they should be.
• Bringing the US perspective to discussions and finding ways to get the best of all the facets of our organisation so we can all benefit from a culturally-attuned environment.
• Contributing to initiatives that feed into our ESG ambitions.

A key member of the HR team

• Undertake tasks and assignments that may be outside of the regular customer group in order to support the team.
• Proactively share best practice within HR Operations team.
• Represent the HR Operations team at meetings, both internally and externally.
• Lead/participate in key projects for the HR Operations team, People team and wider business.

Maintain/promote a continuous improvement culture

• Ensure maintenance of up-to-date employment law knowledge and emerging trends
• Proactively seek out innovation using best practice/external knowledge sharing
• Always have a focus on continuous improvement across, looking for and supporting improved ways of doing things and eliminating duplication/rework

Relevant HR qualifications or equivalent, sector industry experience

Experience

Can demonstrate:

• A proven track record of generalist Human Resources practice looking after a US-based workforce, preferably in a global business; relevant formal certification and/or Payroll and/or applicable education background and equivalent experience.
• A broad knowledge of US-based employment, compensation, organisational planning, employee relations, and training and development.
• The ability to work independently across the full generalist spectrum from administration through to partnership.

• The ability to understand data and turn it into useful management information.
• A track record of working objectively in investigating and documenting employee and/or manager complaints, analysing information and recommending resolution.
• Proficiency in US payroll principles and preferably experience of working with a PEO.
• The required attention to detail to deal with the administrative aspects of HR.
• Experience of or an understanding of working and thriving in an environment that is going through growth related change.

• A desire to maintain effective working relationships with managers, employees and outside agencies.

Competencies

• Customer focus
• Drive for results
• Influencing/negotiating
• Business acumen
• Composure

Skills and behaviours

• The ability to build relationships over virtual channels and in person.
• Emotional intelligence and empathy.
• A global mindset appreciating that we have different humans in different places with different needs (culturally, legally, demographically).
• An ability to multi-task and re-prioritise in line with evolving business priorities.
• Comfortable learning and navigating HR information, learning management and applicant tracking systems.
• Above average skills in the use of MS Office (Word, Excel, Powerpoint) - Intermediate Excel skills (e.g. comfortable with v-lookups, pivot tables, IF statements).
• A customer-centric approach to delivering great experiences for hiring managers, candidates and new employees.
• Strong personal and team organisation skills.
• Confident speaking in front of groups at all levels in different settings (team updates, training, company townhalls etc.).
• Excellent written and verbal communication skills.

Benefits

• 30 days Annual leave
• 1 week work from any office (including our international locations)
• 10 Offices Locations (Sydney, London, Bristol, Manchester, Amsterdam, Barcelona, Dallas, Tampa, Austin and New York)
• Training & Development
• Hybrid/Remote schedule
• Wellness Resources
• Award winning consultancy: Sunday Times Top 100 Best Companies to Work For, Virgin Fast Track, International Fast track/ Top 2 most Socially Engaged Business, Financial Times Europe’s Fastest Growing Companies, Recruiter Awards for Excellence +++
• Competitive salaries, Car Allowances, Bonuses, Lunch clubs, Super trips (LA, Canada, Ibiza, Miami)
• Collaborative working environment that is sociable, celebratory and supportive
• Top rewards / discounts including employee discounts, season tickets plus much more