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Manager, People and Development
Fashion Industry Company
New York, NY, United States
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Polo Company Corporation is a leader in the design, marketing and distribution of premium lifestyle products in four categories: apparel, home, accessories and fragrances. For nearly 50 years, Company’s reputation and distinctive image have been consistently developed across an expanding number of products, brands and international markets.
OVERVIEW OF ROLE
The Manager for People & Development is responsible for the management and execution of People & Development services, policies, and programs in support of assigned client groups. It is critical that this individual forms is a trusted business partner within the People & Development community and assigned functional areas and professionally oversees the implementation of company and departmental P&D programs, talent management, employee relations and performance management
RESPONSIBILITIES OF POSITION
Strategic Business Partner
• Performs comprehensive P&D generalist functions ensuring alignment with business initiatives.
• Exhibits a strong customer-focused approach in order to build alliances with management, consult and develop strategies regarding talent, staffing, management and leadership programs and organization development.
• Consistent partnership with Corporate Finance partners to ensure budget consistency and cooperation during corporate and departmental costing initiatives. Own and maintain updated employee, OTH and freelance tracker and strategically manage requests for staff cost adjustments and new hire requisitions with complete visibility and comfort with existing budgets.
• Prepares and analyzes reports as needed, monitoring key activities, data and metrics
• Partner closely with internal P&D partners and develop strategic relationships with compensation, organizational management
• Partner with business leads on strategic org design to building and maintain business functions that and increase effectiveness and functionality, removing barriers internally and remaining competitive externally
Employee Relations
• Advises and guides managers on employee relations issues in accordance with Company policy, best practice and statutory requirements. This includes direction on corrective actions, performance improvement process, and termination to ensure appropriate steps and consistency.
• Conducts investigations in cooperation with Fair Employment when employee complaints or concerns are brought forth.
• Provides mediation for associate and management who are at an impasse due to misunderstanding or miscommunication. Escalates when needed.
• Oversees leaves of absence in partnership with HR Coordinators.
• Extremely responsive to questions pertaining to employee policies and procedures. Ability to recognize voids in understanding and proactively implement process, presentation or tool to support population in
Performance Management
• Leads performance management process, incorporating the talent review and salary planning, ensuring that deadlines are met and information is communicated to employees in a timely manner once approvals are received.
• Encourages a high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.
Talent Management/Onboarding and Out boarding
• Performs new hire and exit interviews to assist supervisors with the on-boarding and separation processes and determine and make recommendations regarding improvement objectives.
• Partners with the Talent Acquisition team to recruit and build a high performing team for the organization.
• Ensures that appropriate job descriptions & Jobs at a Glance are in place, and that the integrity of recruiting processes and standards for hiring remain at the highest level.
• Ensures on-boarding of new hires is consistent with Company policies and methodology.
• Actively involved in internal recruitment process. Ability to recognize internal paths for development and partner with key business members to encourage internal movement.
Employee Engagement
• Proactive in implementing new, systematic processes as it relates to Talent Management, Compensation Administration, Benefits Administration, Orientation/On-Boarding and Performance Management procedures and processes. Drives process improvement initiatives, both day to day and project-specific, making recommendations regarding new approaches, policies or procedures.
• Drives initiatives aimed at creating, effectively managing, valuing, retaining, and leveraging a diverse workforce.
• Develops, administers and maintains programs, procedures, and guidelines to help align the workforce with the strategic goals of the business.
• Assesses organization to determine gaps and identify training needs in conjunction with line managers, and plans appropriate activities against these needs, partnering with the Learning and Development team for the selection and contracting of internal and/or external programs and consultants, while managing costs within the budget.
• Conducts presentations and participates in departmental and client group staff meetings and attends other meetings and seminars as needed.
General
• Other duties as assigned; essential duties may change depending on business needs.
• Support with SAP, Kronos and systems maintenance.
• Development and maintenance of internal P&D team tools and share drives.
• Collaborates with HR Coordinator to maintain and update HR database, org charts, and employee records in general.
EXPECTED SKILLS AND QUALIFICATIONS
• 4-year college degree preferred in HR, Business, Behavioral Science, or a related field.
• A minimum of 5 years of experience and a proven track record working as an HR Business Partner/HR Generalist in a related field preferred.
• Must have experience with all aspects of HR, including performance management, total Compensation, benefits management, employee relations, recruiting, change management, problem resolution, training and organizational development.
• Excellence in reporting and managing budgets.
• Knowledge of basic human resources laws, policies, processes and programs to include FMLA, ADA, FLSA, HIPAA, OSHA, EEO, etc.
• Experience maintaining a positive employee relations environment.
• Strong presentation and communication skills.
• be able to build and maintain effective working relationships across the organization as well as within Human Resources.
• Must be able to prioritize and identify critical projects requiring immediate attention.
• Must maintain collaborative relationships and effectively communicate any concerns, status of projects and issues as they may occur in order to mitigate any operational risks.
• Must be able to maintain a high level of confidentiality at all times.
• Highly proficient in MS Office software, including Outlook, Excel, Word and Power Point.
• Must have the proven ability to consistently and independently follow policies and procedures; written and verbal instruction and meet required schedules and/or deadlines.
• Must have a working knowledge of Human Resources Information Systems (HRIS) (SAP preferred).
• Familiarity with the Kronos time keeping system is preferred.
Polo Company is an equal opportunity employer. We offer dynamic career opportunities with growth potential and a generous company discount.