Manager, People & Development

The Manager, People & Development guides Human Resources practices and objectives that provide an employee-oriented, high-performance culture. With close partnership with P&D leadership, provides guidance and support in areas such as manager coaching, internal promotions and transfers, external job offer consultation, job description creation and updates, performance coaching and workplace concerns, and employee engagement or retention. This role is in close coordination with HR Leadership, providing support for special projects that may scale the entire organization.

Scope

• Provides Human Resources responsibility for an assigned group of employees in the organization.
• No direct reports.
• No budgetary responsibility.

Reporting and Working Relationships

• Reports directly to P&D Leadership.
• Works with all departments and levels within the organization.
• Partners closely with Benefits, Payroll, Legal and HR professionals across the larger Maritz organization.

Primary Responsibilities

50% - Works closely with managers and employees to resolve employee concerns/issues and further manager development. Provides timely investigation and response to claims, partnering with Legal, when necessary. Counsels managers regarding employee relation issues and reinforces ongoing aspirational and performance coaching in partnership with P&D leadership. Participates in low-risk performance discussions with management to support employee development and address situations appropriately. Maintains knowledge of industry trends and employment legislation. Ensures organization's compliance with federal, state and local legislation pertaining to all employee matters.

30% - Partners with P&D leadership to implement human resources strategies through department accountabilities, including employee relations, 9-block talent assessment, succession planning, compensation, retention, learning and development, and labor relations. Provides consult related to wage adjustment requests, promotional and bonus recommendations, and coordinates merit process with management on a yearly basis. Fosters a culture that promotes employee engagement, teamwork, innovation, and change implementation. Serves as a mentor across People & Development, providing support and guidance to more junior team members. May serve on various committees throughout solution including culture committee or serve as P&D representative on companywide committees.

20% - Collaborates and partners with Talent Acquisition to support recruitment process. Serves as primary contact for internal promotions and transfers providing recommendations for target salary and/or bonus adjustments in alignment with organizational compensation practices aligned with RACI guidelines. Serves as escalation point for Talent Acquisition for support in external candidate job offer consultation. May also assist with interviewing and other parts of the hiring process as necessary. In doing so, provides guidance to managers during recruitment process in respect to organization structure, decisions and offers.

Qualifications

• Minimum of 5 years Human Resources experience.
• Bachelor's degree in Human Resources Administration, Industrial Relations, Psychology or Business preferred.
• Experience in supporting employee engagement and positive culture required.
• Experience working with compensation plans a plus.
• Working knowledge of Workday a plus and strong technical skills required.
• Strong time management skills with the ability to handle changing priorities.
• In-depth knowledge of Employment/Human Resources law.