HR Senior Advisor Sales

• Delivers accurate and consistent advice and support to line managers on all aspects of employment policy and employee relations issues
• Assists in administration of HR programs for the End Market.
• Assists with administering the Performance Management Process for the End Market.
• Responsible for the tracking and trending of HR data in areas of responsibility (eg. sick leave, exit interviews, mandatory training, End Market reports etc.).
• Handles terminations and conducts exit interviews.
• Conducts new employee orientations when required.
• Assists in organizational training and development efforts.
• Performs other duties as assigned.
• Contributes to the development, implementation, and interpretation of new and existing HR programs and policies.
• Contributes to initiatives that will enhance motivation, team-building and general welfare.
• Responsible for facilitating resolution to employee relations matters and minimizing risk to company.
• Support capability development of people managers on employee relations and performance activities through coaching and advice.
• Refers to HRBP for guidance on more complex issues.
• Performs other duties as assigned.

Key Attributes:

• 6-9 years experience working in HR operations, for a matrix organization
• Ability to work on own initiative and work well under pressure - not afraid to ask questions
• Flexibility to undertake site visits (has drivers’ license and is willing to travel)
• Self-motivated
• Confident to deal with all levels of employees across the organisation both verbally and in writing
• Not afraid to deal with conflict, calm under pressure
• Flexible attitude to assist in other areas as and when required
• Strong decision-making skills
• Excellent coaching and influencing skills
• Ability to plan and prioritise and make decisions
• Ability to influence and interact with key stakeholders across all levels of the organisation

1. HR Operations Management

• Overseeing HR Processes: Ensuring that key HR processes such as recruitment, onboarding, payroll, benefits administration, performance management, and employee offboarding are streamlined and executed efficiently.
• Optimizing HR Systems: Leading the implementation and continuous improvement of HR information systems (HRIS) and other HR technology tools to enhance operational efficiency, reporting, and data analytics.
• Process Improvement: Identifying areas of HR operations that can be improved and working on initiatives to increase efficiency, reduce costs, and improve employee experience.

2. Policy and Compliance

• HR Policies and Procedures: Ensuring that HR policies and procedures are up-to-date, compliant with labor laws, and aligned with organizational needs. This includes employee handbooks, code of conduct, and other HR-related documentation.
• Regulatory Compliance: Ensuring that HR practices comply with all relevant local, state, and national labor laws, including those related to equal employment opportunity (EEO), health and safety, compensation, and benefits.
• Audit and Reporting: Overseeing HR audits to ensure compliance with regulations and best practices and preparing reports for management on HR metrics and operations.

3. Employee Relations and Support

• Employee Experience: Ensuring that employees have a positive experience with HR processes by improving communication, reducing HR-related challenges, and providing timely support for employee queries or concerns.
• Conflict Resolution: Assisting in resolving employee relations issues, grievances, and disputes, ensuring fair and effective outcomes.
• Employee Engagement: Supporting programs that enhance employee satisfaction, morale, and productivity through initiatives like feedback systems, recognition programs, and engagement surveys.

4. HR Strategy and Consultation

• Consulting with Business Leaders: Acting as an HR consultant to business leaders, providing guidance on HR operations, staffing needs, workforce planning, and strategic HR initiatives.
• Workforce Planning: Supporting workforce planning and talent management by analyzing workforce trends, recommending staffing strategies, and ensuring the right people are in the right roles.
• Change Management: Leading HR operations during periods of organizational change, including restructures, mergers, acquisitions, or shifts in HR policies.