Human Resource Manager
Posted on Jun 5, 2019 by CBRE
The position serves as a trusted advisor and partner to management on strategic and tactical human resource-related issues. The successful HR Manager/Business Partner at CBRE is able to positively influence and impact the organization by building strong relationships and offering out-of-the-box/innovative solutions as a problem solver, develops a deep understanding of the business, and has a solid HR acumen. This fast-paced role assesses and anticipates HR-related needs and works proactively with our HR department, business management, and HR Centers of Excellence (COEs) to ensure effective execution of programs and initiatives. As a trusted advisor supporting multiple geographic markets and leaders, the chosen candidate will be adept at working with both local and remote groups.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Manages the HR function for a business unit or line of business where primary business partners are first line supervisors, mid-level managers.
Manages the effective implementation of human resources (HR) initiatives, policies and procedures, including compliance, employee onboarding and exiting, performance management, training, compensation, affirmative action planning and employee safety.
Performs work that is varied and may be somewhat complex and/or difficult at times.
Provides employee relations support, including conflict resolution, disciplinary action and performance improvement counseling.
Conducts investigations regarding discrimination and unfair employment practices, including, but not limited to, those involving federal and state agency charges.
May be responsible for managing several HR functions such as employment, labor relations, compensation, training, equal employment/affirmative action, records, safety and health, benefits and employee services.
Assists management in planning, development, implementation and evaluation activities.
Studies feedback and develops strategies that balance the needs of employees and management with relation to employee services and policy alignment.
Evaluates the status and productivity of HR programs and recommends changes to improve efficiency and cost-effectiveness.
Develops and conducts training for management and employees on a variety of issues including, but not limited to, performance management, diversity, etc.
May perform other responsibilities as assigned.
None. Responsible for identifying training needs, tracking performance, coaching and motivating employees. Responsible for partnering with clients and management on decisions relating to hiring, terminating, compensation and performance evaluation.
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
EDUCATION and EXPERIENCE
Bachelor's degree (BA/BS) from 4-year college or university and a minimum of 5 to 7 years of related experience.
CERTIFICATES and/or LICENSES
Professional in Human Resources (PHR) designation preferred.
Ability to comprehend, analyze and interpret business documents.
Ability to effectively respond to sensitive issues, complex inquiries or complaints from clients, co-workers, supervisor and/or management.
Ability to motivate employees and client groups to take desired action.
Ability to perform basic mathematical functions including percentages, discounts and commissions.
Ability to analyze and interpret considerable data in varying circumstances and provide solutions to varying unique challenges.
OTHER SKILLS and ABILITIES
Strong Microsoft Word, PowerPoint and Excel skills required.
Knowledge of PeopleSoft.
SCOPE OF RESPONSIBILITY
Decisions made with thorough understanding of procedures, company policies and business practices to achieve general results and deadlines. Responsible for setting work unit and/or project deadlines. Errors in judgment may cause short-term impact to department.