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Job Number: 18108111079
Position Title: HR Manager
Description:

Our client, a mid-sized professional services firm in Los Angeles, CA, is seeking an HR Manager to join their team! Reporting to the Regional HR Director the incumbent will manage 3 direct reports support 3 regional offices. This is a strategic role with a roll up your sleeves attitude required. Candidate will be involved in talent management, compensation, employee relations, performance management & process improvement.  Workday experience a big plus. People management experience a must have. Candidate should have seven years of progressive HR leadership experience and three years of experience in a medium to large size organization, preferably professional services.

Required Skills:

General HR Management

·         Advises staff regarding the application of personnel policies, compliance issues, and problem resolution.

·         Ensures HR services are provided as appropriate, identifies new opportunities where HR can add value and maintains leading-edge knowledge of HR issues.

·         Communicates, administers and interprets personnel policies and procedures to all personnel; provides HR policy guidance and interpretation.

·         Sets long and short-term goals for HR function; participates in firm-wide strategic planning and initiatives.

·         Provides coaching, consultation and support that contributes to the needs and business direction of the department.

·         Manages specific HR projects as well as participating in functional and cross-functional initiatives.

·         Maintains an in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.

Employee Relations

·         Manages and resolves complex employee relations issues.

·         Develops and promotes feedback mechanisms.

·         Supports firm’s management principles, policies and programs and ensures they are fairly applied.

·         Advises all levels of management in the areas of personnel policies, performance management, problem resolution, discipline and termination.

·         Conducts disciplinary and/or termination meetings with employees.

·         Investigates complaints, makes recommendations and implements corrective action, where necessary.

·         Regularly consults with Talent Management Center of Expertise, Labor Employment Counsel and Firm Employment Counsel, as needed.

·         Conducts exit interviews and provides analysis as appropriate.

·         Ensures compliance with legal requirements and government regulations, including EEO, FLSA, FMLA, TITLE VII, etc.

Talent Management

·         Partners with local management and the Talent Management Center of Expertise to develop strategic staffing plans that effectively optimize talent, address performance gaps and develop performance and culture.

·         Works with managers and employees to improve work relationships, build morale, increase productivity and retention.

·        Focuses on employee engagement and retention strategies to help retain key staff by identifying trends, providing recommendations and implementing new initiatives.

·         Effectively applies performance management to ensure that employees’ level of performance and capabilities meet current and future standards.

·         Coordinates promotions, reduced schedule arrangements, work flow of those on leave, office transfers, etc.

·         Conducts 90-day follow up meetings with newly hired staff, identifies and addresses issues.

·         Manages voluntary and involuntary separation processes; conducts exit interviews; prepares packages, participates in termination meetings as necessary.

 

Performance and Compensation Administration

·         Drives the annual and/or mid-year evaluation and performance review process for assigned groups.

·         Participates in performance meetings.

·         Reads evaluations to ensure accuracy and substance; ensures ratings accurately reflect performance.

·         Works with leadership on recommendations for compensation and bonus adjustments.

·         Monitors and understands ongoing performance issues.

LEADERSHIP RESPONSIBILITIES

The incumbent will be responsible for direction, coordination, and evaluation of direct-reports, where assigned. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

Position Available: 10/10/2018
Date Posted: 10/10/2018
 
Contact Information: Email resume and salary requirements to: MeganL@willmott.com
 
 

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