Senior Human Resource Generalist - Onsite (Urgent Need)

Position : Senior Human Resource Generalist

Location : San Diego, CA

Duration : 4 Months

Total Hours/week : 40.00

1st Shift

Client : Medical Devices Company

Job Category : Human Resource

Level ofExperience : Senior Level

Employment Type : Contract on W2 (Need US Citizens or GC Holders or GC EAD or OPT or EAD or CPT

JOB DESCRIPTION

• Reporting to the Director, HR the HR Manager, HRBP provides HR counsel and support to global functional teams in Global Services and US Region Sales and Marketing in the MMS business unit.
• This role ensures effective and impactful implementation of human resources practices, processes and programs that support organizational effectiveness and associate development.
• Will lead and/or participate in the design and/or implementation of HR processes, practices, programs and initiatives that contribute to organizational success.
• This position is ideally based in San Diego and will participate in a Hybrid remote/on-site support model.

Accountabilities

ORGANIZATIONAL EFFECTIVENESS & TALENT DEVELOPMENT:

• Works with client leaders to efficiently and effectively execute all annual client Human Resources processes for client organizations.
• These processes include HR processes, talent management, Performance Management & Compensation.
• Assists client groups with organizational capability and capacity analyses and planning, organization design, employee relations, associate engagement, organizational announcements.
• Acts as the trusted advisor of client leaders to assist them in carrying out their business and functional plans.
• Identifies and capitalizes on opportunities to drive &/or lead change. Facilitates change management initiatives within assigned client units incorporating a methodology that includes: a business case for change, identification of primary stakeholders, process mapping, communications planning, action/transition planning, visioning sessions, conflict resolution, team building, and after-action review assessments.
• Develop & conduct team development/team building strategies both proactively and when necessary to improve team performance.
• Presents options to managers on organizational structure, roles & responsibilities, staffing levels, matrix management, etc.
• Consults with clients to understand training and development needs across their functional groups, to identify trends, patterns, etc., and presents recommendations as part of organizational training needs assessment.
• In conjunction with HR Director, leads discussions on all decisions affecting any potential reductions-in-force or layoffs (voluntary & involuntary) within their client organizations.
• Assists with the development and execution of such plans.
• Partners with the Access HR team to provide guidance to clients to objectively assess and bring to resolution employee relations issues, claims and charges.
• Looks for trends and root causes as opportunities to improve organizational/team and associate satisfaction. Tracks claims & charges and measures improvement.

STAFFING:

• Works closely with hiring manager and talent acquisition partner to establish position requirements, necessary skills & competencies for current & future needs and successful recruitment strategy including sourcing.
• Leads the hiring manager and his/her team through effective assessment and selection methodologies using the company's behavioral based selection methodology.
• Participates on the interview team

• Consult hiring manager on job offer and other conditions of offer to ensure internal and external equity and competitiveness, including relocation and expatriate assignments where appropriate.

COMPENSATION:

• Consults with managers on all pay-related decisions including new hire offer, merit increases, market pricing data, incentive recommendations, stock option recommendations, career-related and other such adjustments.
• Partners with Talent Acquisition on all new hire offer compensation recommendations.
• Works with leadership team member during annual Compensation Planning to ensure alignment of rewards to performance, and that rewards are used as organizational levers.

PERFORMANCE MANAGEMENT:

• Assist managers with all aspects of the annual performance management and development process including coaching leaders on effective documentation practices for good and poor performance.
• Ensures legal compliance and provide constructive feedback to evaluator to improve quality of evaluation where necessary.

OTHER RESPONSIBILITIES:

• Will serve as a process owner for one or more sub-region HR process (i.e., HRP, PMP, Compensation Planning, Training and Development, Talent Development programs), managing special projects or processes related to process or program improvements for the business unit.
• Lead special business-wide projects that arise (i.e. HR integration of acquisitions, new hire onboarding programs, etc) Understand the goal, develop and implement project process and develop and present sound proposal. May also implement selected solution.

QUALIFICATIONS:

• Minimum of 7 years professional experience in HR, with at least 4 years of generalist experience including change management, organizational effectiveness/development, policy development and administration, recruitment/selection, compensation, employment law, positive employee relations, performance management, HRIS and/or employee and management training/development.
• Bachelor's degree in business, HR or equivalent