Program Manager - HR

Roles and Responsibilities:

• ER Service Delivery Management:Oversee the delivery of ER services across R1 locations, utilizing platforms like Service Now for query management, tiering support, and other communication channels. This includes ensuring timely and effective responses to employee inquiries and concerns.
• Design and Execution of Engagement Initiatives:Spearhead the design and implementation of structured engagement initiatives such as listening posts, employee skip-level meetings, and focus group discussions. These initiatives are crucial for gauging employee sentiment and identifying areas for improvement.
• Grievance and Inquiry Resolution:Proactively manage and resolve employee grievances and inquiries, ensuring that all issues are addressed promptly and effectively. This involves working closely with employees and management to facilitate open communication and resolution.
• Performance Management Support:Aid business leaders in conducting constructive and progressive performance management discussions. This includes providing guidance and support in the development of performance improvement plans and offering recommendations based on gathered insights.
• Collaboration on Performance Improvement:Work in tandem with business leaders to address performance improvement issues. This involves collecting relevant information, participating in the review of performance improvement documents, and offering strategic recommendations to enhance employee performance.
• ER Case Management:Assist in the comprehensive management of ER cases, encompassing disciplinary issues, grievances, involuntary exits, leaves of absence, and sensitive or high-risk matters. Ensure that all cases are handled with discretion and are brought to successful resolution.
• Consistency and Documentation:Guarantee consistency in the approach and resolution of employee concerns. This includes meticulous preparation of documentation and reports to ensure high-quality records are maintained.
• Monthly Reporting:Conduct monthly reporting of ER cases via the internal tracking log for the site. This involves compiling data, analyzing trends, and presenting findings to relevant stakeholders.
• Liaison with HR Business Partners:Act as a liaison with HR Business Partners and other ER Advisors to keep them informed of the progress of employee relations matters on-site. This ensures alignment and continuity in HR practices across the organization.
• Data Insights and Trend Analysis:Share data insights at the site level, derived from trends observed through various focus groups, listening posts, and ER case logs. Use this data to inform strategic decisions and enhance employee engagement.
• Policy Implementation and Communication:Take an active role in the implementation and communication of HR policies, procedures, and programs. This includes ensuring that all employees are informed and compliant with organizational standards.
• HR Project Engagement:Participate in HR projects as required, contributing expertise and insights to drive organizational success and employee satisfaction.

Key Competencies:

• Proven Experience:Demonstrated experience in Employee Relations and/or as an HR Business Partner, showcasing a deep understanding of HR practices and employee engagement strategies.
• Prioritization and Execution:Ability to prioritize tasks and execute programs and transactions efficiently in a fast-paced environment, maintaining a high standard of quality and effectiveness.
• Communication and Interpersonal Skills:Exceptional written and verbal communication skills, coupled with strong interpersonal abilities to foster positive relationships with employees and management.
• Customer Focus and Strategic Perspective:Strong customer focus with a keen understanding of strategic business perspectives, enabling the alignment of HR initiatives with organizational goals.
• Coaching and Influencing Skills:Proficient in coaching and influencing others, with the ability to guide and mentor employees and leaders towards achieving their full potential.
• Experience Requirement:A preferred 8-10 years of relevant work experience, demonstrating a track record of success in HR and Employee Relations roles. (Candidates with experience of managing a team would be preferred as this position hold potential of expansion in future)