HR Manager - BFSI Sector

MDA Edge; New York (NY); Remote; USD 60,000 - 100,000; Full time

Job summary

An established industry player is seeking an HR Manager to enhance the colleague experience across North America. This role involves coaching People Managers, providing insights on local regulations, and supporting various HR initiatives. You'll collaborate with other HR Managers to ensure consistent high-quality support and drive improvements in service delivery. If you're passionate about people management and want to make a significant impact within a vibrant and inclusive culture, this opportunity is perfect for you. Join a company that values internal mobility and collaboration, and be part of a team that truly makes a difference.

Benefits

Flexible Work Location

Internal Mobility Opportunities

Professional Development Programs

Collaborative Work Environment

Qualifications

• 4+ years' experience in HR with suitable qualifications.
• Ability to operate independently and seek guidance when needed.

Responsibilities

• Coach and advise People Managers to enhance quality of people management.
• Provide guidance on local employment regulations and issues.

Skills

HR Management

Employee Relations

Project Management

Coaching

Communication

Education

Bachelor's Degree in Human Resources

Relevant HR Certifications

Tools

HRIS Systems

Performance Management Software

Job description

Job Summary: As an HR Manager, you will coach, support and advise People Managers to develop and enhance the quality of people management with the intent of having a direct and positive impact on the quality of the colleague experience. They are the key to the deployment and adoption of new processes or initiatives aimed at People Managers. They understand and reflect the local market perspective whilst respecting the value of enterprise-wide alignment where appropriate. They provide guidance on local issues, including works council, legislative, and regulatory regulations which relate to employment. They also provide valuable insights to the Centers of Expertise which inform the development and prioritization of initiatives, programs, and projects designed for colleagues and/or People Managers. They will work with People Managers in one or multiple countries that may be aligned to a specific business and will work with other HR Managers to exercise flexibility in resource to accommodate flexibility in demand. An HR Manager II is an established, independent individual contributor, whose work has a direct impact on the team's outcomes.
HRM, Level E: Our shared purpose—to make a difference in the moments that matter—materializes through our people and culture. In HR, we put our people and culture at the heart of every decision to create opportunity and growth. We're trusted advisors and specialists, and together, we ensure our colleagues experience a vibrant and inclusive culture, inspiring leadership, the ability to grow and learn, and a value proposition that is compelling and guided by trust. The HR Manager is a critical role within the People Function to drive this purpose forward. This role will provide coverage to one or more of our business units as HRMs go out on leave within the People Function as well as help support and execute on projects. The position location is flexible, however, ideally based in the central part of the US as supporting managers across the US.
What can you expect:

• HR Managers coach, support, and advise People Managers across North America, aiming to develop and enhance the quality of people management throughout the colleague lifecycle. The role of the HR Manager, therefore, has a direct and positive impact on the quality of the colleague experience.
• Under the guidance of the Lead HR Manager, the HR Manager is aligned to a specific group of People Managers who are likely to come from various businesses and functions. Our aim is to provide consistent high-quality support for People Managers regardless of the business or function.
• HR Managers will also be key to the deployment and adoption of new processes or initiatives aimed at People Managers. HR Managers will need to understand and reflect the local market perspective whilst respecting the value of enterprise-wide alignment where appropriate.
• The HR Manager will also provide valuable insights to the Centers of Expertise which will inform the development and prioritization of initiatives, programs, and projects designed for colleagues and/or People Managers. They will provide guidance on local issues, including legislative and regulatory regulations which relate to employment.
• The HR Manager will also help coordinate known and ad hoc projects including mergers and acquisitions, and other critical People Function projects.

What is in it for you:

• Opportunity to advise and consult on people matters in a business where the People function is considered an essential partner.
• Partnering with other HR Managers and collaborating across Operating Companies.
• Partnering with other HR Managers who are key to our team's success.
• A company with a strong brand and strong results to match.
• A culture of internal mobility, collaboration, and valued partnership with HR from the business.

We will count on you to:

• Be a part of the People Function which is responsible for the deployment of enterprise-wide HR programs and initiatives.
• Get immersed in regional and local operations to remain attuned to regional and country nuances across the businesses.
• Provide guidance and support to People Managers across the full range of activities in the HR portfolio, including:
  • Colleague performance management, skills, and competence development and learning. This may include supporting implementation of colleague training or mentoring programs and monitoring compliance where required.
  • Employee relations matters including investigations, performance improvement documentation and processes, disciplinary actions, grievances, etc. The HR Manager will engage with the Employee Relations COE for advice and support, where issues are more complex.
  • Communications, change management, and organizational effectiveness.
  • Compensation, benefits, and total rewards including during the year-end process when HR Managers will coach People Managers on discussions about performance and reward discussions.
  • Leave, absence, and related topics including coordinating with the workforce administration team for return-to-work accommodations and logistics.
  • Inclusion and diversity awareness and considerations.
  • Career development including succession planning and mobility internally.
  • Support for coordinating, the rollout, and delivery of HR programs in-region and contribute to process improvements.
  • Coordinate specific ongoing and ad hoc HR projects within a Business or across the enterprise.
  • During organizational restructuring activities, coordinate necessary activities to support People Managers and affected colleagues including planning and execution of consultations with colleagues about changes affecting roles or terms of employment.
  • Ensure that regulatory and statutory obligations are discharged locally including statutory and/or regulatory reporting requirements.
  • Coordinate with the Global Mobility COE to oversee the delivery of all mobility activity and liaise with colleagues and mobility vendors to ensure a successful relocation.
  • Consult with People Partners and COEs to determine best practices, continuously improving delivery methods, and especially considering regional or country-specific nuances to guide the delivery of local implementation.
  • Support peers and less experienced HR Managers as required to ensure that the team delivers a consistent and high-quality service across all locations for which it is responsible.

What makes you stand out:

• 4+ years' relevant experience in HR alongside a requirement for suitable qualifications.
• Able to operate without supervision in most situations and able to judge when guidance is required for more complex situations and seek support from appropriate colleagues/experts.
• Experienced in supporting managers with employee relations cases including progressive counseling and investigations.
• Demonstrated ability to be a trusted advisor to People Managers at most levels in the business effectively through all aspects of the employee lifecycle including more complex situations.
• Able to identify opportunities to make improvements to the service provided by People Services and demonstrate a willingness and aptitude to lead work to define and implement changes that will deliver better service to People Managers.
• Experience of successfully supporting project/initiative implementation across a population of managers recognizing the broader business objectives and perspectives across multiple business lines/geographies.
• Thorough understanding of local laws, regulations, company policies, and HR processes.
• Excellent interpersonal skills with the ability to connect with colleagues and people managers in the business and in the wider HR Function.
• Proven project management experience leading or participating in a project from start to finish.

Core Competencies:

• Client service: Responding effectively to internal client needs.
• Collaboration: Valuing and working well with diverse others.
• Communication & influence: Communicate and engage others skillfully.
• Learning orientation: Learn and grow self.
• Innovation: Innovate new and better ways of doing things.