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Senior Human Resources Manager
Des Moines, IA
$120,000.00 - $150,000.00
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Senior HR Manager-Job Description
The Senior Human Resource Manager is responsible for working with the VP of HR and corporate leaders in developing strategies that create a high-performance team environment resulting in achievement of corporate goals. This Senior HR Manager will have primary strategic and tactical responsibilities focused on partnering with business unit leaders and HR managers on developing and executing people focused policies, programs and processes. Provides HR leadership in talent acquisition, development, performance, coaching, communication, career planning, retention, succession planning, and other HR processes.
Duties and Responsibilities:
Works with the Vice President of HR and peers on developing and executing HR strategy, programs and policies. Works effectively with corporate HR resources and uses these resources for the highest value to the business. Participates in and/or leads policy and program development that will maintain or improve a high-performance work environment which may include team-building activities, on-boarding activities, training activities, or other activities that ensure high-performance teamwork, high productivity, and appropriate work-life balance for team members.
HR BUSINESS PARTNER:
Partners with Company leaders and represents HR by participating in their staff meetings. Consults on HR strategy in support of the assigned business unit(s). Provides advice and counsel to executives, managers, and team members. Participates in and/or leads (as necessary) development of organization design process. Identifies communication needs and coordinates efforts to improve communications, particularly considering that units served may be geographically dispersed. Orchestrates team member performance processes: performance reviews/feedback, performance resolution situations. Supports managers on team member issues and corrective action, including any investigative needs to determine the facts and come to a resolution. Responds to employees' questions, complaints, and suggestions in a timely manner. Coordinates and supports compensation processes: annual merit actions, bonus proposals, etc. Ensures that the unit operates within all company and government rules, regulations, and procedures.
Leads the talent planning efforts of the unit so that there is clear direction in the skills and abilities needed. Coordinates recruiting efforts to meet these expectations. Assists the executives in identifying development plans and provides input to the succession planning process. Identifies training needs and coordinates activities to meet those needs.
: Leads and Mentors a team of HR Business Partners and managers. Ensures that robust development plans are in place to support a performance driven, people focused culture
Participates in and/or leads corporate, division, or department-wide projects as assigned. May be asked to serve as the lead in HR integration of a new business unit or division. Acts as a proactive member of the Company HR Leadership Team partnering with functional leads across the organization to drive strategic objectives.
Qualifications and Requirements:
A Bachelor's degree (B. A.) from four-year college or university. 10 - 15 years of business experience, some of which is related HR leadership experience; or equivalent combination of education and experience.
A minimum of 15 years of successful business experience, some of which is directly related to human resource management.
A broad set of leadership competencies that includes emotional Intelligence, strong verbal and written communication skills, courageous leadership, ability to collaborate cross functionally, results orientation, ability to act with speed & agility, demonstrated ability to builds and empower a talented team, able to balance the needs of the business with the needs of its people, understanding of how to embody and shape culture
Experience engaging with leaders and teams to drive human resource strategy.
An ability to think like a business leader taking into consideration all the functional implications when making decision around the existing or future strategies, policies or procedures.
A track record of innovative results that includes creatively engaging with team members in unique ways.
A strong commitment to team member development and engagement.
A track record of collaboration broadly in an organization involving both functional counterparts and cross functional peers. An organizational builder and individual developer of talent.
A self-starting, high energy leader compatible with Company ’s value system, its senior HR management staff, and the headquarters location.
Twenty (20) to Thirty (30) percent travel, with seasonal requirements for heavier activity, particularly in the first year of assignment.
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