Human Resources Consultant V

Comerica; Dallas (TX); On-site; USD 80,000 - 120,000; Full time

Job summary

A leading financial institution is seeking a Human Resources Consultant V to provide HR consultative support within a complex business environment in Dallas. The role includes responsibilities ranging from employee coaching to talent acquisition, requiring strong interpersonal skills and business acumen.

Qualifications

• Action-oriented with high decision quality.
• Ability to manage conflict and provide anticipatory advice.
• Confidentiality is critical in supporting HR processes.

Responsibilities

• Provide HR consultative support to complex business units.
• Partner with leadership on HR policies and employee coaching.
• Support and facilitate talent acquisition and development efforts.

Skills

Business Acumen

Interpersonal Skills

Problem Solving

Customer Focus

Job description

Human Resources Consultant V

Comerica Dallas, United States Apply now Posted 11 days ago Permanent Competitive

Human Resources Consultant
The Human Resources Consultant role will be responsible for effectively providing HR consultative support to the business unit with high organizational complexity.

Position Competencies
Successful incumbents are action oriented, have business acumen, manage conflict well, are customer focused, have high decision quality, have strong interpersonal savvy, can learn on the fly, has organizational agility, has a drive for results, good with peer relationships, and problem solving, apply a comprehensive knowledge of HR principles, practices and procedures to aid in the completion and resolution of the most complex HR assignments and issues.

The HR environment is fast-paced, sometimes under pressure, and professional. Confidentiality is a crucial component in this position.

Position Responsibilities:
Business Unit Support

• Partner with and be a balanced, trusted advisor to client leadership to support business, financial and growth objectives.
• Seek creative solutions for clients within HR policies and practices. Explain decision rationale to help client understand recommendations.
• Proactively identify business and HR objectives/expectations that will benefit client leaders - manage to completion.
• Provide day to day coaching on employee matters; provide prudent, anticipatory advice on employee issues to leaders within the client organization.
• Work with clients to implement organizational structure changes including identifying impact and assisting with communication plan.
• Lead the improvement of quality and delivery of HR processes and data requests with zero defects.
• Support large corporate or division initiatives.
• Participate in strategy sessions, project teams and implementation of key deliverables.
• Prepare valuable HR agenda items for client staff meetings, facilitate discussions, raise issues and encourage dialogue.
• Participate in HR strategic direction initiatives.

Risk Management

• Provide guidance to practice areas and client leaders on initiatives, policies, practices, and programs that have business impact.
• Assist in investigations arising from alleged violations of policies and procedures; HR hotline calls, employee grievance complaints and agency claims; and partner with Employee Relations, Fraud, Security, and Legal and External agencies.
• Support managers on tactics to address employee performance issues and provide direction on corrective action documents ensuring adherence to guidelines and procedures.
• Conduct exit interviews for employees who leave the bank.
• Track, communicate, and support all Organizational Health Metrics, including position management.
• Support Human Capital and retention initiatives.

Total Rewards -- Compensation and Benefits Management

• Ensure clients are aware of compensation policies, processes and procedures.
• Coordinate and guide management through the annual merit and bonus process, promotions, CoStar, etc. Review recommendations for equity, fairness and appropriateness.
• Monitor and provide reporting to ensure timely completion and budgets are met.
• Partner with business unit and compensation to write job evaluations and submit for evaluation.
• Participate in salary surveys and market reviews.
• Provide guidance and follow-up on Benefits related questions or situations escalated by employees.

Learning and Development

• Facilitate effective talent management discussions with assigned business leaders.
• Assist in the development and implementation of employee engagement action plans.
• Partner with the business unit and Corporate Learning to identify opportunities for staff development and assist managers on creating development plans.
• Provide guidance on the Performance Management process which includes the creation of an annual performance plan and execution of an interim and annual review.
• Actively engage in the transition plan of new leaders.
• Assist business unit leaders as they provide feedback on competencies for individual contributors, supervisors and managers

Talent Acquisition

• Partner with Talent Acquisition on recruitment and selection activities including interviewing, offer creation, and support of various hiring programs (internal, rotational, etc.).
• Assist clients in implementing strategies outlined in the Senior Officer Diversity Goals.
• Manage the H1B process for clients.

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