Manager

Description:

The HR Manager serves as a key business partner to leaders and employees across assigned client groups, providing day-to-day support and strategic guidance. In close partnership with the HR Director, this role helps coach leaders on performance, organizational effectiveness, and talent decisions, while overseeing core annual people processes including performance management, compensation planning, and engagement initiatives. The ideal candidate demonstrates strong judgment, clear communication, and the ability to navigate complex situations while balancing multiple stakeholders. They bring a proactive, people-centered approach and contribute to engagement programming, communications, and initiatives that strengthen connection, culture, and the overall employee experience.

KEY RESPONSIBILITIES

Client Group Support

Serve as the day‑to‑day HR partner for selected business units including Marketing, Finance and Business & Legal Affairs, working closely with the HR Director to support business and people priorities. 
Provide managers with insight‑driven HR guidance and thoughtful coaching to influence decision‑making on people, performance, and organizational issues. 
Build trusting, supportive relationships with leaders and employees, proactively identifying themes and recommending thoughtful, practical solutions. 
Identify trends and anticipate challenges to strengthen team effectiveness and elevate the overall employee experience. 
Deliver consistent, high‑quality HR support while ensuring alignment and cohesion across teams. 
Employee Engagement & Programming

Own, develop and execute employee engagement programming that strengthens connection, culture, and belonging. 
Translate engagement survey insights into action through leader partnerships and follow‑through. 
Support consistent HR communications that reinforce alignment and trust. 
Annual HR Programs

Support execution of annual HR processes: performance reviews, compensation planning, engagement surveys, development planning, succession planning and compliance requirements. 
Own timelines, communications, and report preparation for assigned processes. 
Track deliverables for client groups and escalate risks or delays as needed. 
Employee Relations & Policy Support

Ensure the consistent and fair application of HR policies, practices, and company standards across client groups. 
Manage complex employee relations matters using sound judgment, objective assessment, and strong documentation. 
Provide clear guidance to managers and employees that adheres to principles of fairness, consistency, and compliance. 
Partner with Legal and HR leadership on escalated issues, investigations, and sensitive matters as needed. 
HR Operations & Systems

Lead employee lifecycle transaction management, including promotions, job changes, compensation updates, terminations, and leave‑of‑absence processes. 
Audit employee data for accuracy, compliance and data integrity; partner with HR Operations and IT to resolve issues. 
Maintain organizational charts, headcount reports, and HR analytics to support business insights and operational excellence. 
Talent Development & Program Management

Partner with Talent Development to design, adapt, and facilitate small- to medium-scale training and development initiatives, including manager tools, skill-building workshops, mentorship programs, and engagement or culture initiatives. 
Analyze engagement and survey insights to identify trends and recommend and deliver targeted development solutions. 
Lead and support HR-driven initiatives such as focus groups, offsites, organizational change, and cross-functional programs. 
Manage timelines, communications, and stakeholder updates for assigned programs, projects, and facilitation efforts. 
Talent Acquisition

Partner with Talent Acquisition on recruitment needs (e.g. kickoff meetings, job postings/descriptions, interview support). 
Track staffing activity, approvals, and onboarding needs for assigned client groups. 
Manage temporary staffing needs by partnering with temp staffing agencies and hiring managers. 
The responsibilities associated with this position are not limited to the above description and may be modified at any time by the Company.

Qualifications

Basic Requirements:

5+ years of experience as an HR Business Partner; Bachelor’s degree desirable. 
Exceptional proficiency with HR systems and Excel. 
Experience in generalist HR, HR operations, employee support, or talent development/facilitation. 
Solid systems and analytical capabilities, with the ability to translate data into actionable insights. 
Confident facilitator with excellent communication and presentation skills; openness to public speaking opportunities welcomed. 
Highly organized, detail‑oriented, and effective at managing multiple priorities. 
Excellent conflict resolution and interpersonal coaching skills, with the ability to counsel employees and managers. 
Proactive, resourceful, and adaptable in a fast‑paced environment. 
High integrity and sound judgment, with the ability to handle confidential information responsibly. 
Experience creating or supporting programs that strengthen employee engagement is a plus.