Cordia Resources is working with a client on a newly created HR Operations Manager that is based in New York City Metropolitan Area. The ideal candidate will have 5-10 years of experience within HR, legal, compliance and policy. This role will work in the office on a hybrid basis and has a salary in the $100-120k range, plus discretionary bonus.
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Position Overview
You will act as the HR Operations Manager looking after one or more entities ensuring that our human resources functions run smoothly and efficiently. This may involve overseeing various HR processes and systems, ensuring compliance with employment laws, and supporting overall HR strategy by providing specialist day-to-day advice on optimizing employee performance, engagement, and satisfaction, advising on key people practices, such as total rewards, performance management, development planning, and more. You will also typically support or otherwise lead special projects or other initiatives, such as new people and culture systems or other tools. You will help on-board and train new People Team members.
Example Responsibilities
The following are example responsibilities of this position and are, as such, not meant to be exhaustive, nor convey every responsibility that may vary over time, without changing the essence of this position:
Culture: Champion, model, and nurture our unique culture, including supporting employee engagement surveying and related activities, and participating in key initiatives and events that build and strengthen our culture
Process Management: Support the development, implementation, and management of HR/People policies and procedures in areas like, onboarding, performance management, and employee relations; provide pragmatic and consistent HR guidance and support (both proactively and responsively) to ensure Prescient operates efficiently and in line with employment, health and safety, and GDPR guidelines and legislation
Compliance: Ensure adherence to labor laws, regulations, and company policies. This includes managing benefits administration, payroll, and employee documentation (E.g., prepare letters, contracts, and other relevant employment documentation). Provide operational support and assist employees with questions related to payroll, leave, and benefits
Employee Life Cycle: Responsible for onboarding and offboarding process for colleagues. Provide extensive support during larger-scale people cycle practices such as performance reviews, development planning, and more.
HR Analytics: Use data to track HR metrics and help stakeholders make informed decisions. Analyze trends related to turnover, employee engagement, and other key performance indicators and regularly update
Best Practices and Continuous Improvement: Stay abreast of evolutions in the field of people and culture, including organizational development and effectiveness. Stay abreast of evolving labor and related laws and regulations. Identify, communicate, and participate in opportunities to continuously evolve and improve our people and culture practices and tools
Special Initiatives: Lead or otherwise support and input into various ad-hoc project initiatives that pertain to people and culture strategies and operations
Education, Experience, Knowledge & Other Skills
The following criteria outline the minimum hiring criteria for this position, unless otherwise stipulated below as “preferred,” or “a plus.”
- Undergraduate or advanced degree in business, human resources management, organizational development, education, or a related discipline, with 6 or more years’ people and culture or related experience.
- Experience working with HR / HCM-related systems and applications, knowledge of Oracle system is essential
- Strong knowledge of federal, state, and local labor and related laws and regulations
- Knowledge of the management consulting and/or life sciences industry is preferred
- Considerable knowledge of own function and our business, as evidenced by independence in determining how to structure, approach, and conduct own work to meet or exceed assigned goals and objectives
Communication: strong communication skills, both written and verbal. Understands varying cross-functional roles and responsibilities and adapts communications accordingly. Communicates technical information in a manner that others can assimilate. Able to develop and deliver strategic communications for own function in a manner that conveys a compelling business case, aligns others, and gets people moving in the right direction
Organizational Skills: ability to manage multiple tasks and projects efficiently, often under tight deadlines
Presentation Skills: demonstrated ability to deliver influential and impactful presentations, both written and verbal
Collaboration: strong collaboration skills and proven ability to work well within teams. Knows how to identify and leverage diversity within teams. Recognized as a strong team player. Proactively manages differing perspectives and approaches to ensure optimal team collaboration
Project Management, Time Management & Organization: demonstrated ability to effectively represent own function in cross-functional projects and teams. Recognizes shifts in priorities and other changes that impact work and adjusts accordingly. Able to take on stretch assignments and complete these to the standards expected
Influencing & Stakeholder Management: demonstrated ability to influence without authority and effectively manage routine interactions and communications with stakeholders. Proactively plans stakeholder interactions and communications into process and approach. Proven track record of strong stakeholder relationships, as evidenced through stakeholder feedback
Industry Knowledge: maintains a strong and current understanding of evolutions in own function and our industry. Able to incorporate more future-facing considerations into ideas and planning
Achieving Results: strong track record of consistent performance and high-quality work over multiple years. Proven abilities to navigate well through change and ambiguity
