Cox Enterprises

Company

Cox Communications, Inc.

Job Family Group

People Solutions

Job Profile

HR Business Partner II

Management Level

Individual Contributor

Flexible Work Option

No remote option; must work at a specified Cox location

Travel %

Yes, 15% of the time

Work Shift

Day

Compensation

Compensation includes a base salary of $64,200.00 - $96,400.00. The base salary may vary within the anticipated base pay range based on factors such as the ultimate location of the position and the selected candidate’s knowledge, skills, and abilities. Position may be eligible for additional compensation that may include an incentive program.

Job Description

Cox Communications is currently looking for a Human Resources Generalist to join our team in Raleigh, North Carolina. 

About RapidScale:

Flexible enough for the SMB and powerful enough for the enterprise, RapidScale, a Cox Business company, is a global managed cloud services provider helping organizations increase IT productivity, improve security, and empower remote workforces. Some organizations partner with RapidScale to manage portions of their IT, while others offload it all. Through our global network of data centers and our 24/7/365 high-touch support team, we obsess over creating an exceptional IT experience through a human approach to managed cloud.

RapidScale is one of the fastest growing Cloud Computing companies in the industry. RapidScale is seen as a leader in desktop virtualization with marked success in application virtualization for both Windows and Mac applications. The company also provides Infrastructure as a Service (IaaS), and Disaster Recovery as a Service (DRaaS) solutions via an enterprise “Flex Pod” cloud stack.

The Role:

The Human Resources (“HR”) Generalist provides day-to-day HR support for RapidScale, covering many or most of the following areas: recruiting, compensation, benefits/employee wellness initiatives, training and development, employee communications, and employment documentation. They provide analysis and insights to support data-driven decision making across RapidScale and HRBP teams. The HR Generalist supports business leaders and HRBPs in pursuit of talent goals and objectives. They provide project or program coordination and support for key talent initiatives within the function, as needed.

Responsibilities:

• Helps prepare and guide hiring managers through the hiring process.
• Partners with talent acquisition to ensure that talent is sourced appropriately and that job openings for the businesses supported are filled timely; may interview applicants to assist managers with hiring decisions.
• Analyzes data and presents insights clearly and concisely for information reporting and management decision-making.
• Interprets and applies programs, policies, and procedures and ensures compliance with state and federal statutes and regulations, if applicable, to include Fair Labor Standards Act, Labor Management Relations Act, Family and Medical Leave Act, Americans with Disabilities Act, etc.; consults with HR Leadership, Compliance and Legal, as needed.
• May conduct exit interviews; compiles results of interviews and Glint exit surveys and looks for trends to assist HR and the business with identifying solutions to improve employee engagement and increase retention.
• Provides assistance and consultation to employees and managers on the annual performance review process to include goal setting, mid-year check-ins, and the end of year review process; provides guidance and drives the overall performance management process, timeline and expectations ensuring the business objectives aligns with the overall company objectives.
• With direction, assists managers with the annual merit increase process, the mid-year promotional cycle, and any other ad hoc compensation requests; partners with compensation, as needed.
• Works with compensation and business leaders on job description development.
• Partners with compensation to address salary and/or compensation concerns that emerge in client group; works directly with compensation to review results on internal and/or market analysis and assists with recommendations to resolve issues.
• Recommends and implements human resources process and policy changes.
• Assists with communicating policy and procedures changes to managers and employees.
• Supports the delivery of key strategic, administrative, and operational activities within the HRBP function.
• Follows established processes and partners appropriately to ensure system entry and service center actions are successfully and efficiently completed.
• Seeks opportunities for quality improvements related to both effectiveness and efficiency.
• Partners with direct leader, HRBPs, COEs and HR enablement leaders to scope, plan and execute on special projects to as needed, and analyzes and drives measurement of these efforts to improve programs and processes to deliver on key strategic initiatives.
• Supports HRBP execution roadmap and use of the appropriate change management levers to foster business leader/client awareness, knowledge adoption, and reinforcement.
• Contributes to process implementation and improvement across employee lifecycle to establish and maintain employee experience and program efficiencies.

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Qualifications:

• BA/BS degree in related discipline (i.e., Human Resources, Business, etc.) and 2 years of experience required in a related field (i.e., Human Resources, Employee Relations, Talent Management, and Talent Acquisition, etc.). The right candidate could also have a different combination, such as a master’s degree and up to 2 years’ experience; or 6 years’ experience in a related field. 
• Excellent knowledge and frequent, effective use of Microsoft Excel, Word and PowerPoint.
• Excellent consultative, interpersonal, leadership, and communication skills to work effectively with teams throughout organization.
• Strong data and analytic skills and ability to clearly articulate analysis and insights to leaders.

Preferred Qualifications:

• PHR/SPHR or SHRM-CP/SHRM-SCP certification.
• Workday experience.
• Experience in HR integration.

Benefits

The Company offers eligible employees the flexibility to take as much vacation with pay as they deem consistent with their duties, the company’s needs, and its obligations; seven paid holidays throughout the calendar year; and up to 160 hours of paid wellness annually for their own wellness or that of family members. Employees are also eligible for additional paid time off in the form of bereavement leave, time off to vote, jury duty leave, volunteer time off, military leave, parental leave, and COVID-19 vaccination leave.

About Us

Cox Communications is all about creating moments of real human connection; and for employees, that’s true both in the workplace and in the problems we solve for customers. From building advertising solutions to unleashing IoT technologies to creating an exceptional experience for customers in our retail locations and online, we’re creating a world that is smarter and more connected. Benefits of working at Cox may include health care insurance (medical, dental, vision), retirement planning (401(k)), and paid days off (sick leave, parental leave, flexible vacation/wellness days, and/or PTO). For more details on what benefits you may be offered, visit our benefits page. Cox is an Equal Employment Opportunity employer – All qualified applicants/employees will receive consideration for employment without regard to that individual’s age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, physical or mental disability, veteran status, genetic information, ethnicity, citizenship, or any other characteristic protected by law. Cox provides reasonable accommodations when requested by a qualified applicant or employee with disability, unless such accommodations would cause an undue hardship.