People & Culture Manager

Job Summary:

The People & Culture Manager is responsible for serving as a partner to the leadership and management teams within the various business lines and practices within region of support by providing counsel on procedure and policy interpretation, recruiting and retention strategies and employee relations issues.  In this role, the People & Culture Manager is charged with the administration of regional and local compensation and reward/recognition programs, proactively assessing and identifying talent and development needs, driving and/or delivering of leadership and soft-skills training and monitoring human resources compliance.  


Job Duties:

Strategic:

• Provides advice and counsel to the regional and local leadership and management teams within assigned offices
• Ensures delivery of value-added services and programs in support of the business goals and strategies, as well as national human resources strategies
• Partners with People & Culture Director in managing the people & culture budget for assigned offices
• Works with OBLLs and RBLLs on manpower planning and forecasting staffing needs

General and Risk Management:

• Ensures all employee relations matters are handled in a professional, appropriate and legally compliant manner; escalating appropriate issues to the People & Culture Director, as needed
• Assists with the implementation and dissemination of national, regional and local people & culture policies and programs
• Collaborates with the legal department and the People & Culture Director in investigations and other employee relations matters 
• Partners with legal counsel and considers risks and rewards for the firm, above self, and involves the proper professionals to mitigate risk
• Participates in the annual internal quality control inspection process 
• Participates in quarterly forecasting with Regional Controllers

Talent Acquisition:

• Partners with regional and local business line and practice leadership to assess and develop forecasting needs for professional opportunities 
• Collaborates with regional campus and experienced recruiting members to assist in the facilitation of regional and local campus and experienced hiring process 
• Attends and/or lead campus and experienced recruiting events and assist in the identification and selection of appropriate client service professionals 
• Assists the Immigration Specialist in managing the international candidate and secondment process at the regional and local levels 

On-boarding, Retention and Turnover:

• Coordinates the involuntary termination process and completes all appropriate documentation and compliance tasks to limit any future litigation exposure
• Conducts exit interviews in association with voluntary termination process
• Compiles periodic personnel reports and  analysis to be presented to business line and practice leadership and management teams
• Provides necessary personnel information to Resource Center to facilitate regional and local occurrences of hiring, data changes and terminations 
• Partners with business line and practice leadership to evaluate and provide appropriate approval of formal flexible plan request
• Development of a client service-oriented firm culture that emphasizes quality, continuous improvement, and high performance. 

Talent Development:

• Partners with Regional Talent Development Manager to identify and analyze training and professional development needs of regional and local client and support service professionals
• Attends local management and scheduling meetings to identify gaps in development and/or training needs
• Oversees performance feedback, career counseling and goal setting processes and leads mid-year and year-end calibration processes

Total Rewards and Compensation:

• Manages the annual merit and bonus assessment process for internal salary equity
• Involved in compensation discussions with business line leaders during recruitment and retention conversations with internal clients

Other duties as required:

• Other duties as required
   

Qualifications, Knowledge, Skills and Abilities:

Education:

• Bachelors degree in Human Resources, Industrial Relations, Business Management or other relevant field required
• Advanced degree beneficial

Experience:

• Seven (7) or more years of broad-based Human Resources Generalist experience including strategic HR plans and policy required 
• Overseeing multiple office locations required
• Two (2) years of prior management or supervisory experience preferred

License/Certifications:

• PHR or SPHR beneficial  

Software:

• Proficiency in the use of Microsoft Office applications and database systems

Other Knowledge, Skills & Abilities:

• Excellent analytical skills
• Excellent communication skills and ability to foster and maintain relationships with professionals at all levels within the organization
• Ability to act as a strategic partner to regional and local business line and practice leadership and management teams
• Ability to assess situations and professionals to effectively resolve employee relations matters in a timely and composed manner
• Strong project  and time management skills and sense of “ownership” for project assignments and regional responsibilities
• Knowledge of federal and state personnel laws and their appropriate use 
• Excellent written communication skills
• Ability to maintain a high level of confidentiality and professionalism in all matters
• Ability to deliver presentations and facilitate meetings/training sessions
• Ability to work well with a team as well as independently