Description:
Summary: Serve as a consultant to leadership on Human Resource related issues and opportunities, and act as employee champion and change agent. Anticipate HR-related needs, and partner with other HR functions (.e.g. Talent Mgmt. /Org. Dev., Compensation, Benefits) to assess, communicate and implement integrated, value added “people-related” solutions that progress the business objectives and culture of the organization. Maintain an effective level of business literacy, as well as a full breadth of HR competencies, to provide credible and pro-active direction and guidance to managers and employees in the assigned region on human resources activities. Ensure people processes support company goals of having a talented and diverse workforce and are legally compliant. Models and acts in accordance with our guiding principles and core values.
Typical Responsibilities:
- Participate as a credible leadership team member on respective business leadership teams, providing HR expertise, guidance and counsel – both from an organizational perspective, and where appropriate, to individual leader as “coach” and / or advisor. Pro-actively collaborate with the regional management to address and identify solutions for improving the business through strategic people processes and for addressing employee performance problems.
- Work closely with management and employees to improve working relationships, build morale, increase productivity and enhance retention. Serve as an employee champion to ensure that processes and relationships are fair and equitable, that communications are open and that conflict is managed effectively. Guide actions to improve overall employee satisfaction in the region.
- Provide guidance and input on business unit restructures, workforce planning and succession planning to ensure “right” talent is in place for the organization. Serve as lead focal point in regional staffing efforts, providing direction and implementing strategies to address needs.
- Provide both strategic and day-to-day performance management guidance to line management; engage, as appropriate, in similar conversations with individual employees, inclusive of coaching, counselling, career development, and disciplinary conversations.
- In partnership with other labor /employee relations experts as appropriate, (internal or external Legal and/or HR), manage and resolve both complex and day-to-day employee relations issues. Conduct timely, accurate and equitable investigations. Represent the company in hearings involving employees within regional area of responsibility.
- Assess program and training needs specific to region. Partner / consult with other HR groups to ensure value added delivery in areas including, but not limited to: interviewing, hiring, development, succession planning, employee exits / terminations, compensation, performance management, employee satisfaction, diversity, harassment to ensure not only compliance with company policies and federal, state and local laws and regulations, but also to build CEVA’s strategic organizational capability. Follow up to ensure objectives are met.
- Provide HR Policy guidance and interpretation.
- Participate in special human resource projects as business dictates.
- Manage performance of and conduct annual performance reviews for subordinate staff.
- Keep abreast of emerging HR innovations, technology, laws, etc. (through formal or informal study, networking, professional development) to ensure credible and current functional leadership and expertise is sought out and represented.