General Manager of HR,8-17-2010

8/17/2010 Job Description

General Manager, HR( Job Number: 100228)

Description Provide Human Resource Management consultation, coaching and guidance to assigned client organizations, offering single point of contact for all HR matters and services for respective client group/s. Contribute to defining and implementing an HR strategy which aligns with, and integrates, the client group/s business strategy and enhances the client organization's performance as well as the colleagues' workplace experiences.

This position will have all HR responsibilites for respective client groups and serve as an internal resource to the the MLL HR Dept. for Organization Development/Effectiveness. Develop, design and deliver programs and training sessions as defined by the HR strategy for the entire MLL organization. Understand and model MLL HR policies, practices, and Values.

Qualifications

 Understand business dynamics of client organization and drive Human Resources

practices and processes that translate business strategies and issues into appropriate HR actions to act as a change driver. Create and maintain quality working relationships with people at all levels. Build and maintain long-term trusted client relationships.  Provide HR consultation to assigned client senior management teams to enable

organization effectiveness to consistently achieve business results.  Assist in developing organizational plans by analyzing and reporting organizational issues

and trends and working with the clients' leaders to ensure organization effectiveness and proper implementation of change strategies. Drive various HR initiatives and processes within assigned client organization(s).  Provide input on development, execution and improvements for HR program design,

while ensuring alignment with company culture and business direction, by applying a best practices approach in providing client support to improve organization performance and provide seamless HR service delivery.  Ensure compliance with all Federal, State and Local legal requirements and MLL Values,

Policies, Procedures and Practices.  Collaborate with HR Director to ensure single voice of HR is presented to client group.  Understand and ensure managers and staff appropriately leverages HR technologies

(e.g., PeopleSoft, Taleo, etc.) to drive fact based decision making for their respective client groups.  Manage special projects and ongoing initiatives as assigned.  Facilitate alignment and improvement of HR policies, processes and programs across

client organizations with the following:  Talent Acquisition: Responsible for all recruiting efforts for assigned client groups. Ensure compliance and AAP goals. Partner with Hiring Managers to develop slate of qualified candidates and influence effective hiring practices with appropriate levels of governance. Fully manage pre-employment processes including on-boarding. Partner with Business Units to develop recruitment, sourcing and screening strategies, with a focus on diversity, to meet business objectives.  Communication: Promote open and frequent communication in all directions with target audiences.  Organization Talent Development: Actively manage retention. Responsible for succession planning at General Manager Level and below.  Ensure exit interviews are conducted and metrics reported within the HR function and develop recommended solutions to identified issues and trends.  Responsible for performance management processes. Partner with COE and support/educate client groups to deliver compliance accurately and on time..  Employee Relations: Analyze situations, investigate, identify root causes and provide effective and proactive resolution. Responsible and accountable for all corrective actions for employee relations issues, complaints and grievances. Create a positive employee relations environment. Perform organization design/restructuring.  Compensation: Responsible for client group compensation processes including salary recommendations for all zones for new hires/promotions/ laterals at General Manager level and below, responsible for guiding Business Units through Annual Merit/Bonus/Incentive/Calibration Compensation processes. Partner with client group for Job Evaluations, new hires/promotions at GM level and below.  Create the following training programs: Colleague Guide for all MLL colleagues; HR

Policy training and HR Performance Management cycle for all Managers; Required legal training and conduct in accordance with local and Federal laws (timing), develop and conduct leadership training as needed; develop and conduct HR compliance training as needed. Coordinate other identified APMM, MLL, internal and external training as identified.  Coach clients as necessary on all facets of HR and Employee Relations matters.