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POSITION SUMMARY

  • Manager, People & Culture is responsible for providing comprehensive consultation and support to the business on all human resource, talent, and office management needs. Actively partnering with regional leaders and staff to enable a high performance culture through talent management initiatives and is simultaneously a hands-on and strategic generalist responsible for best-in-class execution of all HR processes and transactional work. Additional key responsibilities include evaluating employee programs, recommending process improvements and making sure that all employee-related policies are interpreted and applied consistently across the organization.

JOB QUALIFICATIONS

  • Bachelor's degree in Human Resources (HR), business, or related field and a minimum of 7 years' progressive HR generalist experience or equivalent combination of education and experience; PHR certification (or equivalent related professional designation) desired
  • English and Spanish fluency
  • Experience in working for LATAM countries, especially Brazil and Mexico.
  • Ability to establish and sustain credibility with business partners and Human Resources colleagues; proven experience and expertise in the following core HR functional areas: employee relations, performance management, talent acquisition, compensation, employee development, and employee benefits
  • Business acumen / organizational awareness; excellent organizational and analytical skills and demonstrated attention to detail
  • Client focused orientation / consultative skills. Ability to prioritize workflow and requests to deliver high quality, value-added and timely advisory services to employees and management utilizing developed mediation / facilitation / conflict resolution skills
  • Demonstrated employee relations experience in conducting workplace investigations, responding to harassment claims, and advising managers on implementing corrective action interventions
  • Knowledge of local, state, and federal regulations/laws/statutes impacting employees in the work environment including, but not limited to hiring practices, labor relations, and termination scenarios.
  • Able to influence and lead; well-developed teambuilding and influencing skills, unquestioned integrity, and the experience, confidence, and stature to effectively address sensitive HR issues
  • Strong and effective verbal and written communication skills. Possess excellent listening skills with ability to arbitrate disputes and develop strategies for resolution; delivery of effective coaching/guidance to managers and staff in areas of career development, internal mobility, and conflict resolution.
  • Able to deliver results and navigate effectively in changing environment; act as effective change agent in the execution of change management initiatives to support organizational change.
  • Intermediate to advanced knowledge of Microsoft Suite programs, including Word, PowerPoint and Excel

SUPERVISION

  • Exercised: None
  • Received: Chief Client Officer LATAM, dotted line to Director, People & Culture AMS

JOB RELATIONSHIPS

  • Internal: This position works closely with the Chief Client Officer LATAM, Director, People & Culture AMS, HR operations team (payroll dept., HRIS dept., compensation & benefits dept.), Operations & other functional departments.
  • External: Client contacts and/or potential client management contacts (HR, Operations)

JOB DUTIES

(* denotes an “essential function”)

  • Act as a trusted advisor by providing guidance to his/her Operational site management and leadership, aligning HR strategy to business objectives while mitigating risk. Ensure compliance with organizational policies, procedures and legal requirements.
  • Proactively partner with Operations and HR leadership to support the implementation of new business contracts including, but not limited to, pre-contract due diligence, HR work stream planning sessions, transition of existing client employees and management of onboarding activities.
  • Ensure new hire inductions are in place including orientation to HR policies, systems, relevant Learning & Development modules and corrective action practices.
  • Work with hiring managers to develop robust job descriptions
  • Support and guide managers with workforce reductions, ensuring all actions are within legal and policy guidelines to reduce risks
  • Conduct employee relations investigations in response to individual or group employee concerns, whistleblowing complaints or workplace harassment complaints. Minimize any business exposure to litigation by applying best-in-class employee relations support to management in the region.
  • Provide guidance to managers engaged in corrective action/performance management incidents. Review and approve all written & final written warnings and terminations. Conduct appropriate due diligence to support any reduction in force/organizational change that impacts employees, including full legal review and consultation with Head of HR & Legal as appropriate.
  • Maintain knowledge of current employment/human resources laws and regulations; provide expert guidance and counsel to operational/management partners on related employment and compliance matters ensuring best practices/legal parameters are considered in decision-making process.
  • Participate and/or take lead roles in projects, new initiatives and process improvement teams; partners with management and HR peers on the implementation and rollout of HR programs and processes, serving as consultant to the business units on changes and any related issues
  • Provide consultation on compensation adjustments for assigned business units to ensure equity across employee groups and internal guidelines/practices are followed. Review and approve / escalate all pay changes, promotions, transfers, etc.
  • Ensure regular and interactive touch-base consultations with account leaders to keep a pulse on account activity and HR/employee needs.
  • Coach Managers on communicating annual performance reviews, corrective action counseling sessions, handling challenging conversations and managing conflict.
  • Support Diversity, Equity, Inclusion & Belonging activities to ensure an inclusive workforce permeates throughout Tag
  • Lead and/ or support Culture evens to improve the culture within Tag
  • Support HR and Regional leadership in the development of the management team for assigned business unit; facilitate career development discussions with managers and key employees
  • During acquisitions, lead the HR integration of client employees into Tag’s culture and HRIS system
  • Liaise with the Director, People & Culture AMS, participate in regional talent review processes and provide input into the identification of successors and individuals for participation in talent programs.
  • In support of the Learning & Development platform, assist in the facilitation of, or personally deliver targeted training programs (e.g., New Hire Orientation, Corrective Action, HR Basics, etc.), as assigned. Gain knowledge and ability to articulate relevant corporate program content to effectively provide consultative recommendations and reinforce learning principals to operations management and employees by attending seminars, train-the-trainer events, and related training courses.
  • Use of internal/external data, metrics and trends to arrive at insights and present findings back to the business, as well as track and disseminate key HR data (turnover, cost of labor); use findings to work with business leaders to develop HR programs/policies to continually improve the overall working environment and keep the organization competitive in the marketplace.
  • Follow established processes for recruiting and sourcing of new talent
  • Ensure all applicants have been properly screened and all steps in the compliance process have been taken before any employee enters the client premises
  • Review, pre-screen and interview candidates to determine appropriateness of skills, experience, and knowledge in relation to position requirements
  • Office and facilities management
  • In-office events management
  • Reporting and audits as necessary
  • Vacation/Day-offs Control
  • Pay roll (registers with Accountants & Individual contracts invoices)
  • Control Individual contracts invoice (Receipt and payment)
  • Health Insurance
  • Meal Voucher
  • Life Insurance
  • Vaccination control (Covid)
  • Help manager to maintain WD updated (roles, organogram, salaries)
  • Time sheet per PID for Finance
  • Check and send Offer letters
  • Support managers for new hires/promotions/ salaries raise
  • Tag Academy compliance

WORKING CONDITIONS

Work is performed in a hybrid (home and professional office environment).

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Confirmed 22 hours ago. Posted 30+ days ago.

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