Job #: 2174

Title: HR Manager

Region:

  • Northern New Jersey
  • Job Type:

  • Contract
  • Contract Pay Rate:
  • $50-75
    • Anywhere
    • Posted 6 months ago

    Duties:
    Responsible for an entire small project, process or program. May provide peer guidance, and mentor and/or coordinate work activities of others. Leverages their internal network (resource management, recruiting, National HR) to create cross functional consistencies.  Influences respective client group expectations, and provides appropriate alternatives/suggestions and recommendations for improvement to the Associate Director or above in the group with which they are aligned, and typically serves a regional/field leader, such as a Business Unit Leader in Audit and Tax, an Advisory Service Line leader, and/or BPG process group leadership team members.  Has regular client interaction with Client Service Delivery Partners within a Business Unit, and/or leaders in a BPG Process group.   Analyzes data, such as annual Employee Survey or exit survey process data, and notifies Associate Director and above of potential issues they have identified as well as potential action items.   – Organizes insights and summarizes the information to initiate outcomes. – Forms meaningful insights from the analysis, and recommends improvements, efficiencies, or action plans for local client group. – Participates in brainstorming of potential solutions with the Associate Directors and above. Based on action items identified through the analysis, may oversee and project manage these action items to help ensure objectives are met.   Leads the effort to make sure their client group maintains full compliance with the firm’s annual performance management process, and operationalizes and begins to provide counsel to management on how to effectively link business strategy to goal setting that it set by the Associate Director and above, and provide timely, meaningful feedback during the annual goal-setting, interim, and year-end review processes. Provides counsel and guidance on salary issues related to internal promotions, new hire compensation, and market/equity adjustments, and escalates potential issues as needed.  Collaborates with the compensation group to develop and interpret job assignments, appropriate FLSA classification, and internal/external equity within their practice, and on a practice and/or functional level.   Works with Associate Director to brainstorm ideas on how to support client group’s talent management strategy. Manages the year-end performance assessment process and evaluation of promotions for their respective client groups.  Works with Associate Director to provide data analysis from assessment meetings, and works to prepare reports to present to client group. Helps support Salary Review process for respective client base, applying respective salary and variable compensation guidelines for group, and offering consultative advice on how to spend allocated budget.  Collaborates with compensation a minimum of liaison to update existing compensation benchmarking data, where applicable.
    Skills:
    Typically 5-8 years progressive relevant HR or comparable experience.   Special Skills: Comprehensive understanding of HR principles; in-depth knowledge of HR-related laws and regulations; ability to build and maintain relationships with the firm’s partners and employees; ability to develop clear and concise written communications and prepare performance documentation; problem-solving skills; strong verbal and written communication skills; presentation and facilitation skills; knowledge of Peoplesoft; proficient in Microsoft Office applications, including  Outlook, Microsoft Word, PowerPoint, and Excel
    Education:
    Bachelor’s Degree, preferably in Human Resource Management, Organizational Development, or Business Administration, or relevant work experience​

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