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Human Resources Manager-Service Line HRBP

Grant Thornton LLP

This is a Contract position in Dallas, TX posted June 11, 2019.

Grant Thornton is collaborative, entrepreneurial and on the move.

As part of a dynamic global organization of 42,000 people serving clients in more than 120 countries, we have the agility and focus it takes to be a leader.

HumanResources Manager
– Service Line HRBPEmbeddedTalent Team JobDescription: TheHuman Resources Manager (HRM) serves as an integral business partner in thePeople and Culture (P&C) Embedded team.

The HRM will provide support, delivery of people related programs andinitiatives and strategic direction and counsel to the service line employeesand leaders.

The HRM is responsible forcollaborating closely with other HR business partners/advisors to understandbusiness needs and priorities in order to ensure that HR talent delivery needsare effectively and efficiently met within the business.

This role is also responsible for collaboratingwith the national People & Culture operational and functional areas(P&C Operations, Compensation/Benefits, Talent Acquisition, Learning &Organization Effectiveness, Employee Relations, People Experience and Diversity& Inclusion) to design and deliver on a high-performing, business-aligned peopleagenda.

The HRM is also responsible for providingdistinctive service to their business clients, employees and partners withinthe service line.

The HRMworks with various service line Partners/Functional Leaders, service line LeadP&C Business Partner and service line HR Director to address humandevelopment needs within the various offices and ensures that appropriatelearning and development solutions are delivered to meet these needs.

The HRM is responsible for “high touch”people experiences, such as performance management, retention practices,employee issues, and general talent programs for the service line.

This role is critical in executing all”people” initiatives, providing exceptional internal support, and driving ahigh-performance culture within our People & Culture Community and ourFirm.

TheHuman Resource Manager role serves as a key member of the People & CultureEmbedded team and People & Culture community in the support of firm-widegoals and objectives.

This role willreport to the P&C Associate Director who is the Lead P&C BusinessPartner.

CoreResponsibilities: Delivery of people related programsand initiatives developed/supported by SL HR Collaborate with the P&CAdvisors to ensure a consistent and comprehensive delivery experiencenationally Drive the execution and deliveryexperience expectations Serve as primary investigator fornon-Partner/Principal and Managing Director ER matters Become knowledgeable and supportiveof the strategy of the firm, service line practices, and the businesspriorities.

Uses data and metrics to makecritical decisions; identifies patters and reports findings & trends.

Proactively interacts with the serviceline Partners or functional leaders to strategically identify functional HR/ Talentgoals and objectives to ensure they are consistent with the business goals ofthe firm/service line.

Supports the execution of the firmstrategy by co-designing and implementing a business-aligned people agenda thatdelivers measurable value to the business and an exceptional experience to theemployees.

Drives national HR/Talent policies,procedures, and practices and ensures they are implemented successfully at alllevels.

Oversees the service line executionof all general HR/Talent programs including the following: performancemanagement, training, employment law compliance, compensation and benefitsadministration, new hire orientation/onboarding, employee relations, andretention.

Oversees HR/Talent risk managementissues, conducts investigations of workplace policy violations, and monitorsAAP / EEO and other regulatory compliance.

Partners with hiringmanagers/partners and Campus/EH Talent Acquisition to ensure top talent issourced and selected for critical hiring needs.

Manages, mentors, and coaches serviceline/office/HR/Talent staff.

The ideal candidate will be: A business-minded people leader withseveral years of increasingly responsible HR/Talent positions with demonstratedability to thrive in a culture that is collaborative, service-oriented, andconsultative.

Afunctional HR/Talent specialist who delivers services with a pragmatic approachto business partnership and operations.

Anoutstanding coach and mentor with engaging and approachable personality.

Will have experience working successfullywith all levels of staff, from front-line through senior executive.

Experiencein prioritization and negotiation withdemonstrated ability to be effective in supporting multiple business leaders/partners working across different business units.

Highlycollaborative and action-oriented, with strong influencing skills; someone whois a change agent who can build collaborative relationships across a matrixedorganization.

Confidentand strong personal initiative as someone who is willing to get out in thefield, roll up their sleeves, and do whatever it takes to get the job done.

Operationallyfocused with ability to think strategically and deliver tactically.

Metrics-focusedwith ability and history of using analytics to solve problems and developsolutions.

The Ideal CandidateWill Possess: Bachelor’sdegree in related field 5-7years of HR related experience PHR or SPHR certification and priorHR/Talent consulting experiencepreferred Demonstrated experience inimplementing HR/Talent strategies.

Demonstrated experience in definingand implementing detailed HR/Talent business processes.

Strongverbal and written communication & presentation skills.

Areputation for discretion, integrity, judgment, responsiveness, strongattention to detail and common sense.

Pastexperience functioning as an HR/Talent Manager within an HRBP model, ideally ina matrixed environment within a services industry.

Experience in managing, mentoringand developing a team of HR/Talent practitioners Solid PC skills with proficiency inMS Office.

Ability to travel on occasion toservice client base.

Proficiency Standards for fully functioning HR Manager: HR Technical Expertise (Theknowledge of principles, practices, and functions of effective human resourcesManagement) Remains current on relevant state and federal laws, legalrulings, and regulations and has awareness of implications of business actions.

Maintains up-to-date
– knowledge of general HR practices,strategy, and technology; applies experience and expertise to researchsolutions.

Evidence of continuousprofessional development appropriate for level.

Recognizes potential employeerelations issues in a proactive manner and either resolves the issue orescalates the concern to market/office leadership/P&C Director Conducts initial investigation ofHR/ER issues Mediates difficult interactions,handling disciplinary, grievance matters, and policy violations with minimalsupervision Serves as HR Subject Matter expertto Firm managers & partners, applying compliance knowledge to protectorganization Provides guidance tomanagers/partners regarding HR/Firm policies.

Ensures that required documentation in in place to support personnelactions through ongoing consult with leadership via the performance managementprocess Utilizes core business and HR specific technologies to solvebusiness challenges; reports trends to leadership.

Implements HR operational strategy & programs throughdelivery of high-quality HR processes.

Relationship Management (Theability to manage interactions to provide service and to support theorganization) Builds positive relationships with market/office/groupstakeholders through trust, teamwork, and direct communication.

Manages difficult & complex relationships/conversationswith professionalism and poise.

Develops a reputation as a business-focused, neutral andapproachable HR professional known for good judgment in implementing solutions.

Ensures that HR and Firm decisions/initiatives areunderstood and communicated within market/office/group.

Thinks team; not self.

Consultation (The abilityto provide guidance to organizational stakeholders) Understands the business they are partnering with.

Is able to function as part of the market/office/groupmanagement team and influence leaders.

Leads the implementation of HR solutions within market/office/group,effectively coaching direct reports/others throughout client base utilizingHR/Business expertise.

Capable of giving persuasive formal presentations to themarket/office/group leadership team.

Is able to confront difficult issues, take unpopular standsand make tough calls when necessary.

Starting to demonstrate ability to coach business leaders Leadership/Influencing (Theability to direct and contribute to initiatives and processes within theorganization) Manages programs, policies, and procedures to support theorganizational culture.

Demonstrates flexibility, adaptability, and initiative.

Is persuasive and convincing in promoting ideas.

Maintains composure, poise and professionalism even whenfacing challenges or resistance.

Supports critical large-scale organizational changes Operationalizes projects and initiatives as set forth by thehigher-level plan Implements plans using results-oriented goals for measuringsuccess Positively promotes People & Culture capabilities to theorganization Serves as a change-agent for the market/office/group Routinely identifies methods of achieving business goalswith HR adding value.

Critical Evaluation/Thinking (The ability to interpret information to make businessdecisions and recommendations) Maintains working knowledge of HR & business keystatistics and metrics.

Asks critical questions, and challenges assumptions toprepare and interpret data studies/metrics.

Conducts assessments to address problems and implementssolutions within the market/office/group.

Maintains knowledge in the use of data, evidence-basedresearch, benchmarks, and HR and business metrics to make critical decisions.

Identifies patterns in data and raises relevant issues toleadership.

Looks at complex issues from multiple perspectives.

Fully understands how own work impacts the big picture andis able to make appropriate judgments.

Communication (Theability to effectively exchange information with stakeholders) Provides clear, concise information to others in verbal, written,electronic and other communication formats.

Provides constructive feedback effectively.

Delivers well-organized, impactful presentations Fosters the organizational vison for HR practice and policy Delivers critical information to all stakeholders.

Provides proactive communications Listens actively and empathetically to the views of others Business Acumen (Theability to understand and apply information to contribute to the organization’sstrategic plan.) Builds and maintains functional knowledge of business groupssupported; demonstrates intellectual curiosity.

Maintains knowledge of HR metrics and business metricsincluding key success measurements and relationships with one another Leverages technology to solve business problems Defines critical activities in terms of value added impact Benefits: GrantThornton LLP promotes a nationally recognized culture of health and offers anextensive array of benefits to meet individual lifestyles.

For a complete list of benefits, please

Founded in Chicago in 1924, Grant Thornton LLP (Grant Thornton) isthe U.S.

member firm of Grant Thornton International Ltd., one of the world’sleading organizations of independent audit, tax and advisory firms.

GrantThornton has revenues in excess of $1.3 billion and operates 58 offices acrossthe U.S., with more than 565 partners and 8,000 employees.

Grant Thornton works with a broad range of publicly
– and privately-heldcompanies, government agencies, financial institutions, and civic and religiousorganizations.

Core industries served include consumer and industrial products,financial services, not-for-profit, private equity, and technology.

GrantThornton focuses on serving dynamic organizations that pursue growthholistically
– whether through revenue improvement, leadership, missionfulfillment or innovation.

It is Grant Thornton’s policy to promote equal employmentopportunities.

All personnel decisions, including, but not limited to,recruiting, hiring, training, promotion, compensation, benefits and termination,are made without regard to race, creed, color, religion, national origin, sex,age, marital status, sexual orientation, gender identity, citizenship status,veteran status, disability or any other characteristic protected by applicablefederal, state or local law.