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Manager, Human Resources

Job ID MANAG06021 Date posted 11/25/2019 Location Coppell , TX 75019 Position Type Full-Time

Position Overview

The Human Resources Manager guides and manages Human Resources services, policies, and programs for Venue and Branch Services, Specialty Services and Premier Global Events in areas including: performance management, career and succession planning, recognition, retention, employee relations, policy interpretation and deployment, compensation, compliance, and safety.  Leads the implementation of people-related initiatives that provide an employee-oriented and high-performance culture that contributes to the organization-wide business plan and objectives.  Supervises the Human Resources Generalist.  This position reports into a Sr. Human Resources Manager or VP, Human Resources.

Key Job Responsibilities

Performance Management

  • Partner with leaders to manage employee performance to policies, procedures and programs.
  • Oversees integrated talent management and succession planning processes to ensure talent is properly identified and assessed.
  • Coaches managers on how to write and deliver effective performance reviews. 
  • Evaluates talent potential to determine strengths and developmental gaps.
  • Educates managers on legal practices, acceptable workplace behaviors and appropriate counseling methods. 
  • Participates in high level disciplinary action and terminations decisions. 
  • Partners with labor relations counsel. 
  • Participates and represents the organization during investigations.
  • Attends unemployment hearings. 

Engagement and Retention

  • Analyzes Engagement Survey results and advises leaders on creation of action plans.
  • Partners with leaders to ensure action planning goals are met and additional plans are created to encourage continuous improvement.  
  • Identifies employees to participate in career pathing to enhance readiness for job opportunities.
  • Encourages recognition through CenterStage and acts as a resource for managers and employees. 
  • Utilizes injury report to recommend safety awareness and solutions.
  • Promotes company benefits and initiatives through multiple communication venues including in person meetings, conference calls, webinars, emails and onsite venue visits.  
  • Effectively leads change management for company initiatives. 
  • Conducts employee focus groups to discuss successes and identifies areas of improvement.
  • Analyzes separation reasons to understand trends and solve for actionable issues and decrease turnover.
  • Conducts monthly meeting with Operations Leaders on employee metrics to ensure year over year data points are aligned with regional goals.

Training and Development

  • Promotes a high-performance culture that encourages ongoing self-development.
  • Advises employees on career pathing opportunities that meet the needs and goals of both the organization and the employee.
  • Ensures National College Leadership Program participants are flowing through the defined curriculum and addresses any issues to increase retention.    
  • Facilitates and monitors employee and manager through the Role-Based Development Programs.
  • Partners with Operations to identify training needs based on business needs
  • Partnering with COEs to identify solutions and interventions to address business needs . 
  • Facilitates training courses, as needed.
  • Reviews workers’ compensation injuries and partners with leaders and the Safety department to solve for issues. 

Recruitment and Selection

  • Educates leaders on venue staffing guidelines.
  • Reviews job additions and replacements for adherence to venue staffing guidelines.
  • Leads annual regional review of venue staffing and ensures staffing adjustments are made, if needed.   
  • Partners with Talent Acquisition to identify promotable and high potential employees for internal mobility. 
  • Interviews candidates for leadership positions to assess fit into culture and role. 
  • Supports organizational change that includes job competency evaluation, change management, communication and project plans.  Partners with Talent Acquisition on salary recommendations based on PSAV salary structure.  
  • Provides consultation on immigration process.

Job Qualifications

  • Bachelors degree required, preferably in Human Resources or related field
  • 5+ years experience in Human Resources in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development
  • General knowledge of various employment laws, regulations and practices
  • Strong base of HR technical knowledge
  • Outstanding interpersonal relationship building and employee coaching skills.
  • Ability to work with autonomy in a fast-paced environment with multiple priorities.
  • An excellent listener and communicator with an approachable style.
  • Ability to analyze situations when making decisions
  • SHRM Certified Professional (SHRM-CP) or Professional in Human Resources (PHR) certifications a plus.

Competencies

  • Consultation
  • Relationship Management
  • Ethical Practice
  • Global and Cultural Awareness
  • Business Acumen
  • Critical Evaluation

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