HR Manager

Ramsey, MN

This role is a critical partner to our client in helping to achieve business results in Research & Development and Commercial Operations. Based on business unit strategies, you will collaborate and partner with the leaders to deliver talent uniquely suited to drive business results through executing talent acquisition & retention (management), organizational performance and Employment Value Proposition (EVP) strategies.

This position is a direct-hire opportunity that is fully on-site so only local candidates will be considered.

Duties
Talent Management:
  • Support formulation and ratification of Talent Management strategies for R&D and Commercial Operations.
  • Develop, enhance and lead Talent pipelines, assessment, selection methods and onboarding programs that ensure business needs are met with competent hires who are ready to execute assignments inside the timeline required by the business.
  • Assesses EVP alignment, organization performance, individual performance, leadership strength and succession capabilities through diagnostic tools. Evaluated “cause and effect” and creates initiatives or intervention where performance or retentive capabilities need realignment to business unit standards and requirements.
  • Lead processes and systems that onboard or exit employees ensuring appropriate EVP (external and internal views of company) and organizational performance resulting in lower Talent acquisition and retention costs.
  • Identify tools and vendors whose capabilities and past records of success would translate to supporting the company's needs and engage and acquire using budgeting, supplier management and other policies and processes.
  • Monitor tools and vendors for performance and sunset. Through company policies and processes sunset or terminate vendor/tool where performance dictates; renegotiate or push vendor/tool execution where termination is not required.


  • Leadership and Learning development:
  • Aligned with business unit strategies and plans, assess leadership and competency bench strength.
  • Identify in collaboration with the business unit, cause and effect for strengths or weaknesses in bench strength – formulate and execute strategies and tactics to retain and enhance strengths or eliminating/mitigating weaknesses.
  • Identify tools and vendors whose capabilities and past records of success would translate to supporting the company's needs and engage and acquire using budgeting, supplier management and other policies and processes.
  • Monitor tools and vendors for performance and sunset. Through company policies and processes sunset or terminate vendor/tool where performance dictates; renegotiate or push vendor/tool execution where termination is not required.


  • Business scale up/scale down:
  • Provide leadership in discussions of business sizing. Deliver expert analysis and insights on people aspects of business scaling:
  • Possible strategies for maintaining performance and focus while upsizing or downsizing,
  • Unbiased insights on staff strengths and weakness and strategies or tactics to address during the changes,
  • Recommendations on project outlines, vendors, tools, systems or processes that have proven capabilities to drive business scaling within performance guidelines.
  • Execute as a team member responsibilities required to support the final plans for business scaling.


  • Systems and vendor acquisition and management:
  • Systems and vendors used by Human Resources to assist the business in driving acquisition, performance, retention and exiting of Talent must continually align with R&D and Commercial Operations strategies and plans.
  • Catalog, assess and build KPIs based on contractual obligations and the company's business needs.
  • Measure and report on systems and vendor KPIs to relevant parties.
  • Monitor systems and vendors performance and address performance issues.
  • Negotiate renewals, performance improvements or sunset of the system or vendor.


  • Compliance:
  • Build the annual Affirmative Action/EEO plans.
  • Ensure OFCCP requirements are identified and built into recruitment processes and results.
  • Advocate, develop outreach and assist the company in defining outside labor pools broadly and accessing those broader labor pools to ensure protected factors are not excluded from Talent sources.
  • Ensure unbiased (with respect to protected factors) sourcing and selection, retention, promotion and exits.
  • Build, validate and file required OFCCP/EEO/DOL reporting (EEO1, VETS 4212, etc.). Provide accurate and timely documentation of unbiased hiring on demand.

  • Perform other duties or complete special projects as requested.

    Requirements
    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.

    Education/Experience:
  • Bachelor’s degree required -- in Business; Human Resources or related field.
  • Familiarity/industry knowledge with manufacturing/supply chain industry
  • Previous experience in Human Resources at senior level generalist or higher.
  • Demonstrated planning, organization, time management and presentation skills.


  • Competencies:
  • Demonstrated business acumen in understanding financial, process, people and value streams interaction in a business.
  • Excellent written and verbal communication skills.
  • Consultation skills as demonstrated in a business partnership.
  • Critical evaluation of issues.
  • Global & cultural awareness as required for a diverse and global business.
  • HR expertise at senior individual contributor or more.
  • Leadership & navigation in a matrix organization.
  • Relationship management cultivating and influencing strong business relationships at all levels.
  • Ethical practice consistent with a publicly held business.


  • Computer Skills: Microsoft Word, Excel, PowerPoint, Outlook and Internet and HRIS systems.

    Post Date: 05.17.2022

    Salary: Dependent on Qualifications

    Shift: 1st

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    If you would prefer to speak directly to a Humera Staffing Consultant, please call us at 612-977-1440 and reference OrderID 818575


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    For more than 45 years you may have known us as Dolphin Staffing - a name synonymous with quality temporary, and direct hire employment in the Minnesota. Today we are Humera - a boutique staffing agency that specializes in the placement of the best and brightest administrative and professional talent for contract, contract to hire and direct hire opportunities. Although we have changed our name, we continue to provide flexible career opportunities across a broad range of industries and with companies large and small. We invite you to become part of our elite workforce today!

    Humera Administrative and Professional Staffing is an Equal Opportunity Employer.