Sr. Manager / HR Generalist

Pay: $78 - $84



Description:



La Verne Site

Actual Title: Sr. Manager / HR Generalist

About the Role

Client HR is undergoing an exciting period of transformation. Work is underway to modernize our employee experience, streamline our existing processes, and align our service delivery on a global scale while retaining the ability to provide personalized support during the moments that matter to employees.

As part of this transformation, Client will be evolving its operating model by transitioning HR support at manufacturing and production sites from local HRBPs to a centralized HR Shared Services team based in Raleigh, NC, including a new team of US People Partners. The Site HR Support role is a temporary role that will focus on enabling the local-to-centralized transition, while continuing to deliver local People Partner support in the interim.

Essential Functions

Key Competencies:

Adaptability: Capable of navigating change and working effectively in dynamic environments.

Problem-Solving: Adept at identifying HR-related issues and developing solutions.

Collaboration: Works well across HR teams and partners

Empathy: Demonstrates understanding and care when working with employees.

Creator: Comfortable with ambiguity taking responsibility to build new ways of working

Focused: Committed to the HR strategy and enabling the local-to-centralized transition of work to US People Partner and HRSS teams.



Job Summary:

The Site HR Support role is a temporary role that will focus on enabling the local-to-centralized transition, while continuing to deliver local People Partner support in the interim. It will be responsible for assessing site-based HR needs, transitioning this work to the appropriate team in HRSS, and enabling HR s transformation by guiding site-based employees and people leaders through change, e.g. by building capability, awareness, and reinforcing new ways of working.

Key Responsibilities

Employee Relations Support:

Advise on, and help resolve, complex people issues, interpersonal conflicts, and concerns. Partner with, and escalate to, Employee Relations where appropriate.

Mediate and help resolve interpersonal conflicts and misunderstandings.

Conduct intake interviews with complainants and triage to the appropriate team depending on the issues raised. Lightly investigate concerns that, if true, would likely result in coaching and document findings and outcomes.

Support, and ensure compliance with, corporate disciplinary action processes.

Support time and attendance issues, including long term leave situations and unscheduled absences, along with any related performance or disciplinary actions.

Ensure compliance with company policies, labor laws, and regulations.



Performance Management:

Ability to guide managers through the performance review process, providing coaching and advice on setting goals, offering feedback, and managing underperformance.

Support the development and implementation of improvement goals and performance improvement plans (PIPs).



HR Operational Collaboration:

Partner on organizational changes, restructuring, and mergers.

Help manage the human impact of change, including communication, engagement, and transition planning.

Collaborate with business to understand their goals and provide tailored HR strategies that support their objectives.

Facilitate conversations around HR metrics (e.g., turnover rates, employee satisfaction) and make recommendations for enterprise-wide improvements.



Policy & Compliance:

Support efforts to update and revise HR policies in alignment with organizational culture and business needs, while remaining compliant with federal, state, and international regulations.

Partner with Employee Relations and HR Compliance to monitor and support compliance with laws and regulations and any government mandated reporting, ensuring the organization stays ahead of legal and regulatory changes.

Serve as the sponsor for HR compliance matters for the business, advising on how policies can impact business operations and mitigate risk.



Qualifications:

Bachelor s degree in Human Resources, Business Administration, or complimentary field.

8+ years of progressive HR experience, with at least 5+ years performing in a like People Partner role.

Strong knowledge of HR practices, employment laws, and compliance requirements.

Proven experience in handling employee relations, talent management, and change management.

Exceptional interpersonal, communication, and problem-solving skills.

Ability to work strategically and operationally, leveraging intended processes but taking a hands-on approach when necessary.

Experience working with case management systems (e.g. ServiceNow) and HR analytics

Certifications like SHRM-CP, SHRM-SCP, or PHR are a plus.