Senior HR Generalist
Posted on Oct 2, 2024 by Veolia
Paramus, NJ
Human Resources
Immediate Start
Annual Salary
Full-Time
Job Description
Pay Rate: $95000 to $(phone number removed) per year.
BENEFITS
Veolia's comprehensive benefits package includes paid time off policies, as well as health, dental and vision insurance. In addition, employees are also entitled to participate in an employer sponsored 401(k) plan, to save for retirement. Pay and benefits for employees represented by a union are outlined in their collective bargaining agreement.
Position Purpose:
The Senior HR Generalist is responsible for managing and executing HR strategies, initiatives, and processes that support the organization's goals and ensure a positive employee experience. This role will serve as a key partner to the Utility HQ leadership and various departments, providing expertise in all areas of human resources, including employee relations, performance management, talent acquisition, compliance, and employee development. The Senior HR Generalist will work to align HR best practices with business objectives, foster a collaborative and inclusive workplace culture, and promote employee engagement, development, and retention. This position requires a strong ability to manage complex HR matters while maintaining a high level of confidentiality, professionalism, and attention to detail. The Senior HR Generalist plays a crucial role in aligning HR practices with the organization's strategic goals, particularly in areas such as employee relations, talent management, and organizational development.
Primary Duties/Responsibilities:
Employee Relations:
Serve as a trusted advisor to employees and management, addressing concerns, resolving conflicts, and promoting a positive work environment. Handle sensitive employee relations issues, including performance management, disciplinary actions, and terminations, ensuring fairness and compliance with company policies. Conduct exit interviews and analyze feedback for continuous improvement in employee retention and satisfaction.
Talent Acquisition and Workforce Planning:
Collaborate with department leaders to assess staffing needs, create job descriptions, and manage the recruitment process for Utility HQ positions. Partner with talent acquisition teams to identify top candidates and support interview processes for leadership and strategic roles. Ensure a seamless onboarding experience for new hires, aligning them with the organization's values and goals.
Performance Management:
Support the performance review process by providing guidance to managers on setting goals, delivering feedback, and conducting performance evaluations. Work with leaders to identify high-potential employees and support career development plans, promotions, and succession planning. Implement performance improvement plans (PIPs) for underperforming employees, guiding managers on corrective actions.
Employee Development and Training:
Identify development opportunities and in coordination with the Corporate Learning & Development team, design or recommend training programs tailored to the specific needs of Utility HQ teams. Facilitate leadership development and skill-building initiatives to help employees grow in their roles and prepare for future responsibilities.
Compensation and Benefits Support:
Provide guidance on compensation strategy, ensuring that salaries are competitive and aligned with market trends for Utility HQ roles. Assist employees with benefit-related inquiries and support open enrollment periods. Work with compensation teams on annual salary reviews, merit increases, and bonus programs for Utility HQ staff.
HR Policy Implementation and Compliance:
Ensure that company policies are consistently applied across Utility HQ teams and are compliant with federal, state, and local labor laws. Update and communicate any changes in HR policies or procedures, keeping employees informed about workplace expectations and regulations.
Organizational Development and Change Management:
Provide HR support for organizational changes, including restructures, mergers, or shifts in business strategy that impact Utility HQ teams. Guide leaders through change management processes, ensuring smooth transitions and effective communication to employees. Assess organizational effectiveness and make recommendations for improving team dynamics, workflows, and communication.
HR Data and Analytics:
Use HR metrics and analytics to track trends related to retention, turnover, employee satisfaction, and other key indicators within the Utility HQ teams. Present data-driven insights to leadership to inform decision-making and strategic planning.
Employee Engagement and Culture Building:
Member of the Engagement Committee. C-lead initiatives to maintain and enhance a positive company culture at Paramus HQ, fostering collaboration, innovation, and employee engagement. Plan and execute employee engagement programs, events, and recognition efforts to build morale and celebrate achievements.
Work Environment:
Corporate office environment - ability to work hybrid with a minimum of 3 days required in the office.
Ability to travel to field sites and provide back-up support to field HR peers.
Pay Rate: $95000 to $(phone number removed) per year.
BENEFITS
Veolia's comprehensive benefits package includes paid time off policies, as well as health, dental and vision insurance. In addition, employees are also entitled to participate in an employer sponsored 401(k) plan, to save for retirement. Pay and benefits for employees represented by a union are outlined in their collective bargaining agreement.
Position Purpose:
The Senior HR Generalist is responsible for managing and executing HR strategies, initiatives, and processes that support the organization's goals and ensure a positive employee experience. This role will serve as a key partner to the Utility HQ leadership and various departments, providing expertise in all areas of human resources, including employee relations, performance management, talent acquisition, compliance, and employee development. The Senior HR Generalist will work to align HR best practices with business objectives, foster a collaborative and inclusive workplace culture, and promote employee engagement, development, and retention. This position requires a strong ability to manage complex HR matters while maintaining a high level of confidentiality, professionalism, and attention to detail. The Senior HR Generalist plays a crucial role in aligning HR practices with the organization's strategic goals, particularly in areas such as employee relations, talent management, and organizational development.
Primary Duties/Responsibilities:
Employee Relations:
Serve as a trusted advisor to employees and management, addressing concerns, resolving conflicts, and promoting a positive work environment. Handle sensitive employee relations issues, including performance management, disciplinary actions, and terminations, ensuring fairness and compliance with company policies. Conduct exit interviews and analyze feedback for continuous improvement in employee retention and satisfaction.
Talent Acquisition and Workforce Planning:
Collaborate with department leaders to assess staffing needs, create job descriptions, and manage the recruitment process for Utility HQ positions. Partner with talent acquisition teams to identify top candidates and support interview processes for leadership and strategic roles. Ensure a seamless onboarding experience for new hires, aligning them with the organization's values and goals.
Performance Management:
Support the performance review process by providing guidance to managers on setting goals, delivering feedback, and conducting performance evaluations. Work with leaders to identify high-potential employees and support career development plans, promotions, and succession planning. Implement performance improvement plans (PIPs) for underperforming employees, guiding managers on corrective actions.
Employee Development and Training:
Identify development opportunities and in coordination with the Corporate Learning & Development team, design or recommend training programs tailored to the specific needs of Utility HQ teams. Facilitate leadership development and skill-building initiatives to help employees grow in their roles and prepare for future responsibilities.
Compensation and Benefits Support:
Provide guidance on compensation strategy, ensuring that salaries are competitive and aligned with market trends for Utility HQ roles. Assist employees with benefit-related inquiries and support open enrollment periods. Work with compensation teams on annual salary reviews, merit increases, and bonus programs for Utility HQ staff.
HR Policy Implementation and Compliance:
Ensure that company policies are consistently applied across Utility HQ teams and are compliant with federal, state, and local labor laws. Update and communicate any changes in HR policies or procedures, keeping employees informed about workplace expectations and regulations.
Organizational Development and Change Management:
Provide HR support for organizational changes, including restructures, mergers, or shifts in business strategy that impact Utility HQ teams. Guide leaders through change management processes, ensuring smooth transitions and effective communication to employees. Assess organizational effectiveness and make recommendations for improving team dynamics, workflows, and communication.
HR Data and Analytics:
Use HR metrics and analytics to track trends related to retention, turnover, employee satisfaction, and other key indicators within the Utility HQ teams. Present data-driven insights to leadership to inform decision-making and strategic planning.
Employee Engagement and Culture Building:
Member of the Engagement Committee. C-lead initiatives to maintain and enhance a positive company culture at Paramus HQ, fostering collaboration, innovation, and employee engagement. Plan and execute employee engagement programs, events, and recognition efforts to build morale and celebrate achievements.
Work Environment:
Corporate office environment - ability to work hybrid with a minimum of 3 days required in the office.
Ability to travel to field sites and provide back-up support to field HR peers.
Reference: 203071344
https://jobs.careeraddict.com/post/95706956
Senior HR Generalist
Posted on Oct 2, 2024 by Veolia
Paramus, NJ
Human Resources
Immediate Start
Annual Salary
Full-Time
Job Description
Pay Rate: $95000 to $(phone number removed) per year.
BENEFITS
Veolia's comprehensive benefits package includes paid time off policies, as well as health, dental and vision insurance. In addition, employees are also entitled to participate in an employer sponsored 401(k) plan, to save for retirement. Pay and benefits for employees represented by a union are outlined in their collective bargaining agreement.
Position Purpose:
The Senior HR Generalist is responsible for managing and executing HR strategies, initiatives, and processes that support the organization's goals and ensure a positive employee experience. This role will serve as a key partner to the Utility HQ leadership and various departments, providing expertise in all areas of human resources, including employee relations, performance management, talent acquisition, compliance, and employee development. The Senior HR Generalist will work to align HR best practices with business objectives, foster a collaborative and inclusive workplace culture, and promote employee engagement, development, and retention. This position requires a strong ability to manage complex HR matters while maintaining a high level of confidentiality, professionalism, and attention to detail. The Senior HR Generalist plays a crucial role in aligning HR practices with the organization's strategic goals, particularly in areas such as employee relations, talent management, and organizational development.
Primary Duties/Responsibilities:
Employee Relations:
Serve as a trusted advisor to employees and management, addressing concerns, resolving conflicts, and promoting a positive work environment. Handle sensitive employee relations issues, including performance management, disciplinary actions, and terminations, ensuring fairness and compliance with company policies. Conduct exit interviews and analyze feedback for continuous improvement in employee retention and satisfaction.
Talent Acquisition and Workforce Planning:
Collaborate with department leaders to assess staffing needs, create job descriptions, and manage the recruitment process for Utility HQ positions. Partner with talent acquisition teams to identify top candidates and support interview processes for leadership and strategic roles. Ensure a seamless onboarding experience for new hires, aligning them with the organization's values and goals.
Performance Management:
Support the performance review process by providing guidance to managers on setting goals, delivering feedback, and conducting performance evaluations. Work with leaders to identify high-potential employees and support career development plans, promotions, and succession planning. Implement performance improvement plans (PIPs) for underperforming employees, guiding managers on corrective actions.
Employee Development and Training:
Identify development opportunities and in coordination with the Corporate Learning & Development team, design or recommend training programs tailored to the specific needs of Utility HQ teams. Facilitate leadership development and skill-building initiatives to help employees grow in their roles and prepare for future responsibilities.
Compensation and Benefits Support:
Provide guidance on compensation strategy, ensuring that salaries are competitive and aligned with market trends for Utility HQ roles. Assist employees with benefit-related inquiries and support open enrollment periods. Work with compensation teams on annual salary reviews, merit increases, and bonus programs for Utility HQ staff.
HR Policy Implementation and Compliance:
Ensure that company policies are consistently applied across Utility HQ teams and are compliant with federal, state, and local labor laws. Update and communicate any changes in HR policies or procedures, keeping employees informed about workplace expectations and regulations.
Organizational Development and Change Management:
Provide HR support for organizational changes, including restructures, mergers, or shifts in business strategy that impact Utility HQ teams. Guide leaders through change management processes, ensuring smooth transitions and effective communication to employees. Assess organizational effectiveness and make recommendations for improving team dynamics, workflows, and communication.
HR Data and Analytics:
Use HR metrics and analytics to track trends related to retention, turnover, employee satisfaction, and other key indicators within the Utility HQ teams. Present data-driven insights to leadership to inform decision-making and strategic planning.
Employee Engagement and Culture Building:
Member of the Engagement Committee. C-lead initiatives to maintain and enhance a positive company culture at Paramus HQ, fostering collaboration, innovation, and employee engagement. Plan and execute employee engagement programs, events, and recognition efforts to build morale and celebrate achievements.
Work Environment:
Corporate office environment - ability to work hybrid with a minimum of 3 days required in the office.
Ability to travel to field sites and provide back-up support to field HR peers.
Pay Rate: $95000 to $(phone number removed) per year.
BENEFITS
Veolia's comprehensive benefits package includes paid time off policies, as well as health, dental and vision insurance. In addition, employees are also entitled to participate in an employer sponsored 401(k) plan, to save for retirement. Pay and benefits for employees represented by a union are outlined in their collective bargaining agreement.
Position Purpose:
The Senior HR Generalist is responsible for managing and executing HR strategies, initiatives, and processes that support the organization's goals and ensure a positive employee experience. This role will serve as a key partner to the Utility HQ leadership and various departments, providing expertise in all areas of human resources, including employee relations, performance management, talent acquisition, compliance, and employee development. The Senior HR Generalist will work to align HR best practices with business objectives, foster a collaborative and inclusive workplace culture, and promote employee engagement, development, and retention. This position requires a strong ability to manage complex HR matters while maintaining a high level of confidentiality, professionalism, and attention to detail. The Senior HR Generalist plays a crucial role in aligning HR practices with the organization's strategic goals, particularly in areas such as employee relations, talent management, and organizational development.
Primary Duties/Responsibilities:
Employee Relations:
Serve as a trusted advisor to employees and management, addressing concerns, resolving conflicts, and promoting a positive work environment. Handle sensitive employee relations issues, including performance management, disciplinary actions, and terminations, ensuring fairness and compliance with company policies. Conduct exit interviews and analyze feedback for continuous improvement in employee retention and satisfaction.
Talent Acquisition and Workforce Planning:
Collaborate with department leaders to assess staffing needs, create job descriptions, and manage the recruitment process for Utility HQ positions. Partner with talent acquisition teams to identify top candidates and support interview processes for leadership and strategic roles. Ensure a seamless onboarding experience for new hires, aligning them with the organization's values and goals.
Performance Management:
Support the performance review process by providing guidance to managers on setting goals, delivering feedback, and conducting performance evaluations. Work with leaders to identify high-potential employees and support career development plans, promotions, and succession planning. Implement performance improvement plans (PIPs) for underperforming employees, guiding managers on corrective actions.
Employee Development and Training:
Identify development opportunities and in coordination with the Corporate Learning & Development team, design or recommend training programs tailored to the specific needs of Utility HQ teams. Facilitate leadership development and skill-building initiatives to help employees grow in their roles and prepare for future responsibilities.
Compensation and Benefits Support:
Provide guidance on compensation strategy, ensuring that salaries are competitive and aligned with market trends for Utility HQ roles. Assist employees with benefit-related inquiries and support open enrollment periods. Work with compensation teams on annual salary reviews, merit increases, and bonus programs for Utility HQ staff.
HR Policy Implementation and Compliance:
Ensure that company policies are consistently applied across Utility HQ teams and are compliant with federal, state, and local labor laws. Update and communicate any changes in HR policies or procedures, keeping employees informed about workplace expectations and regulations.
Organizational Development and Change Management:
Provide HR support for organizational changes, including restructures, mergers, or shifts in business strategy that impact Utility HQ teams. Guide leaders through change management processes, ensuring smooth transitions and effective communication to employees. Assess organizational effectiveness and make recommendations for improving team dynamics, workflows, and communication.
HR Data and Analytics:
Use HR metrics and analytics to track trends related to retention, turnover, employee satisfaction, and other key indicators within the Utility HQ teams. Present data-driven insights to leadership to inform decision-making and strategic planning.
Employee Engagement and Culture Building:
Member of the Engagement Committee. C-lead initiatives to maintain and enhance a positive company culture at Paramus HQ, fostering collaboration, innovation, and employee engagement. Plan and execute employee engagement programs, events, and recognition efforts to build morale and celebrate achievements.
Work Environment:
Corporate office environment - ability to work hybrid with a minimum of 3 days required in the office.
Ability to travel to field sites and provide back-up support to field HR peers.
Reference: 203071344
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