Human Resources Manager , MillerCoors - Atlanta,Georgia
The role of the HR Manager is to deliver HR strategies and services within a function to effectively build the organizational capability required to achieve business goals and imperatives. The HR Manager will provide thought leadership in the development of organizational capability through effective change management, talent management, employee relationship management and performance management.
The HR Manager brokers the services of the HR specialists in areas such as Integrated People Management, Compensation, Organizational Effectiveness, Benefits, etc. to implement HR initiatives in support of the business strategy.
Strategic Partner-
- Translates HR & business strategies and works collaboratively with the client to link HR products and services into plans that help the client deliver business results
- Develop organizational capability by providing thought leadership and exceptional excellence through effective change management, talent management, employee relationship management, and performance management
- Utilizes insights of the client’s operation & culture to enhance execution of all HR processes
- Understands the client’s operating environment and applies this knowledge to implement HR services to enhance business results
- Provides thought leadership to specialist groups to improve existing processes or the development of new processes
- Collaboratively works with functional leaders and HR specialists to link HR products and services to the business
Change Leadership/Change Steward-
- Ensures flawless execution of employee change management initiatives
- Entrenches new work practices through appropriate change methodology
- Translates company culture into supportive organizational & individual behaviors &utilizes HR practices, processes to advance the culture
- Brings change management skills to lead change projects impacting people or people processes – projects executed on time, within budget, and with intended impact
- Builds change management skills within line leadership across the enterprise
- Owns prioritization of project plans and implementation schedules
Talent Management-
- Leads and ensures full leverage of integrated people management processes to grow talent and drive performance
- Develops insights from people data (engagement survey, exit interview, etc.) to inform talent acquisition, development , and retention strategies
- Applies performance and development expertise to deliver better ways to develop employees and raise the bar on performance
- Leads core people processes including employee relations and ensure consistent approach to service delivery
Operational Executor-
- Executes operational aspects of people management, HOPS transactions, hiring, relocation, etc
- Utilizes knowledge of policies to coach leadership and employees and guide change management practices
- Provides employee relations support and guidance on matters relating to performance, ADA, EEOC, unemployment compensation, harassment claims, code of conduct violations, etc.
Relationship Building-
- Ensure personal credibility and impact through influencing others, leading people, and communicating clearly.
- Create and maintain relationships with other HR functions through collaboration and teamwork.
Desired Skills and Experience
Education and Experience-
- Undergraduate degree in HR or related curriculum, graduate degree preferred.
- 5-10 years experience (HR Manager)
- 8-12 years experience (Sr HR Manager) with 2-3 years previous experience managing exempt level employee
- Strong Generalist experience with a focus on leadership level partnerships
Skills and Knowledge-
- Proven ability to create presence in the business and apply advocacy skills to position HR as a strategic business partner
- Working knowledge of federal and state laws/regulations relating to the human resources field
- Demonstrated problem solving skills, for example, identifying and diagnosing performance gaps and recommending solutions to close these gaps
- Commercial aptitude with the ability to focus on broader business issues
- Well developed negotiation skills and a persuasive and convincing nature
- Planning, budgeting and organizational skills
- Ability to develop and manage the execution of people related projects and measure the impact to the business
- Basic knowledge of the following aspects of HR management is required: workforce planning, employee engagement, succession management, performance management, retention.
Other Requirements-
- Culturally sensitive and empathetic
- Strategic insight and analytic rigor
- Ability to manage complexity and ambiguity
- Ability to recognize critical problems and opportunities
- Passion for results; bias for action
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