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Sr. HR Business Partner

June 19, 2013 - September 15, 2013
Location:San Diego, CA
Exempt/Non-Exempt:Exempt
Benefits:Medical, Dental, Vision, FSA, 401(k), etc.
Employment Type:Full Time
Department:Human Resources
Description:The Sr. Human Resources Business Partner will lead the planning and implementation of HR initiatives for their client groups and provide coaching to HR Business Partner(s). Key areas of support include strategic partnering with business leaders, employee relations, leading people through change, talent acquisition and retention, OD/OE, designing creative HR solutions, partnering cross-functionally for operational excellence, facilitating learning and development and improving/creating policies, processes and programs.

This team member will also work closely with the VP, HR and rest of the team to review infrastructure and HRIS needs in architecture, functionality, reporting, security, etc. to develop the strategy and lead the design and delivery of improved systems and processes that maximize effectiveness and efficiency. Leading and/or co-leading the design, implementation and sustainment of effective HR programs and or processes will be an on-going responsibility of this role.
Duties:• Partners with client groups to provide and facilitate effective HR programs and business practices
• Administers and enforces various HR policies and procedures for all company personnel
• Develop, implement and train employees at all levels on HR policies, procedures and programs
• Manages the HR planning process (i.e., talent needs assessment, organization structures, consolidations, etc.)
• Coordinates and facilitates the annual Organization and Talent Review process
• Plans, implements and administers the Talent Acquisition activities: staffing strategies, sourcing and implementation plans and programs to identify qualified talent, headcount and labor cost management, etc.
• Develops and implements procedures for effective Talent Management of employees (succession planning, job design, career pathing, career development, performance management, etc.)
• Responsible for the effective delivery of on-boarding / assimilation process for new hires and transferred or promoted employees
• Evaluates and advises on the impact of current and long-range planning of programs, strategies and regulatory actions on the attraction, motivation, development and retention of the people resources of the company
• Advises managers and supervisors on employee relations issues; making recommendations for termination or suspension if necessary. Reviews and approves, denies or changes employee counseling documents and provides support and training to managers/supervisors in delivering coaching and/or counseling
• Monitors performance evaluation program and makes recommendations to managers regarding development opportunities for employees
• Assists managers in identifying appropriate training resources as well as facilitation of meetings, workshops, etc.
• Coordinates employee transfers by ensuring appropriate documentation and communicating with all appropriate audiences
• Conducts Exit Interviews with employees to identify trends and make recommendations to reduce turnover and increase engagement
• Maintains current knowledge and understanding of regulations, industry trends, current practices, new developments and applicable laws regarding human resources
• Establishes credibility throughout the organization with management and employees by being an effective listener and problem solver
• Introduces and encourages “best practices” to Company where appropriate
• Perform other duties as assigned
Qualifications:• BS degree in Human Resources, Management or a related field; SPHR and/or MS degree preferred
• 10+ years of related Human Resources experience
• Minimum of five (5) years of experience leading and implementing human resource initiatives
• Knowledge and ability to implement Human Resources best practices to grow the business and talent
• Excellent leadership, interpersonal skills and business acumen
• Strong planning, influencing/coaching, collaboration and communication skills
• Expertise in leading people through change is critical
• Proven ability to diagnose root causes, create effective, innovative solutions and implement with sustained positive results required in the key areas of workforce planning, organizational development and strategic recruitment
• Strong HRIS experience, ADP conversion, redesign/reimplementation highly preferred
• Results driven on maximizing organizational effectiveness is key
• Proven ability to build relationships and partner across functional lines
• Strong people and project management skills and the ability to drive processes and projects to completion in an environment with many competing priorities
• Knowledge of workforce planning and forecasting methods and an understanding of the local and national labor market
• Ability to remain externally focused to stay apprised of current trends in recruiting and retention
• Knowledge of Federal, State and local employment-related regulations
• Professional demeanor with a high degree of flexibility, strong process orientation, analytical and problem solving ability, good judgment and strong operational focus
• Demonstrated ability to interface and maintain effective relationships with all levels of employees in a team-oriented environment
• Outstanding verbal, written and presentation skills
• Strong financial acumen is preferred
• Advanced proficiency with MS Office products particularly in Excel and PowerPoint

EQUIPMENT USED:
General office equipment used including: PC and related software, Human Resource Information System, copier, fax machine, telephone, and 10-key.

JOB CONDITIONS/COMPLEXITY:
Typical office conditions. Requires the ability to lift up to 25 lbs. and work on a computer for prolonged periods of time. Travel expectation is estimated at 10% - 25%.

Regularly works on complex assignments requiring independent decision-making as well as the initiative to identify and resolve issues. Makes recommendations on policies, procedures and programs.

EQUIPMENT USED:
General office equipment used including: PC and related software, Human Resource Information System, copier, fax machine, telephone, and 10-key.


THE ABOVE IS INTENDED TO DESCRIBE THE GENERAL CONTENT OF AND REQUIREMENTS FOR THIS JOB. IT IS NOT TO BE CONSTRUED AS AN EXHAUSTIVE STATEMENT OF REQUIREMENTS, DUTIES, OR RESPONSIBILITIES.

EOE


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