Job Summary: 

• Define HR strategy to support client transformation, based on business requirements, business strategy, market options and current system landscape
• Analyze the benefits and risks of each future scenario and technology landscape
• Deploy a full HR processes analysis to detect the client´s strengths, weaknesses, opportunities and threats (SWOT)
• Help customer to simplify, align or optimize their HR process, based on existing practices
• Support the client by realigning the Client´s HR Operating Model
• Perform Stakeholder Impact Analysis and software comparison
• Design and build Change Management Plans
• Create communication materials based on client-specific requirements (e.g., e-mails, teasers, info packs and newsletters)
• Build training materials (e.g., videos, quick cards and process guides)
• Deliver train-the-trainer and/or end-user training sessions (classroom or remote)

Skills on Resume: 

• HR Strategy (Hard Skills)
• Process Analysis (Hard Skills)
• Change Management (Hard Skills)
• Stakeholder Analysis (Hard Skills)
• Communication Design (Soft Skills)
• Training Delivery (Soft Skills)
• Operating Model (Hard Skills)
• Technology Evaluation (Hard Skills)

Job Summary: 

• Works with business leaders to build an annual staffing plan into the appropriate business area-specific needs
• Partners with Talent Acquisition (TA) to execute on the plan
• Revisits forecasts quarterly and adjusts based on business needs
• Takes a proactive approach with leaders and TA to source early for key critical openings
• Interviews mid-level (Director) candidates and provides feedback to the business partner on potential hires
• Supports Senior Human Resources Business Consultant (HRBC) in gathering competitive intelligence by interviewing new hires regarding talent
• Consults with business leaders and provides compensation recommendations on higher-level and key critical roles
• Presents offer recommendations to the compensation team based on knowledge of the business, the role, and the market demands
• Builds customized New Leader Acceleration plan to ensure early success for all mid-level hires
• Ensures execution of the plan and provides periodic check-ins to catch early concerns
• Executes the business area talent plan by facilitating Talent Reviews and Succession Planning sessions throughout the client area
• Coaches leaders on the process, challenges the status quo and ensures final plans, 9 Blocks, etc., are loaded into the database
• Ensures development plans are completed for all employees
• Provides counsel to leaders and employees throughout the process

Skills on Resume: 

• Staffing Planning (Hard Skills)
• Talent Acquisition (Hard Skills)
• Interview Evaluation (Soft Skills)
• Compensation Consulting (Hard Skills)
• Succession Planning (Hard Skills)
• Leadership Coaching (Soft Skills)
• Plan Execution (Hard Skills)
• Employee Counseling (Soft Skills)

Job Summary: 

• Supports business and Senior HRBC in brokering talent across Magellan in fulfillment of Talent Reviews
• Partners with the business and Compensation to ensure programs are executed within guidelines and that award criteria support the achievement of business outcomes
• Identifies situations across the business unit that require review and analysis with Compensation (e.g., market issues for specific roles)
• Partners with Compensation to gather data and complete the analysis
• Based on established guidelines and knowledge of the business/role, provides recommendations for mid-level hires
• Partners with Senior Leaders on all organizational restructures/redesigns
• Ensures the new structure supports the achievement of the business strategy
• Challenges the status quo on roles and offers alternate solutions to the current design
• Ensures Change Management principles are incorporated into all restructures
• Assists leaders in building the appropriate steps into business processes
• Educates leaders on the use of a consistent approach and tools for all org redesign and change initiatives
• Diagnoses, designs and facilitates appropriate team development/intervention sessions to address areas of concern and/or continued development
• Provides ongoing support and counsel to leaders to identify strengths and areas of development
• Conducts New Leader Acceleration sessions for new leadership hires within 90 days to identify areas of concern and develop appropriate actions to address

Skills on Resume: 

• Org Restructuring (Hard Skills)
• Talent Brokering (Soft Skills)
• Compensation Analysis (Hard Skills)
• Change Integration (Hard Skills)
• Business Advising (Soft Skills)
• Team Development (Soft Skills)
• Leadership Support (Soft Skills)
• Process Improvement (Hard Skills)

Job Summary: 

• Partners with leaders to review/analyze survey results
• Identifies areas of strength and opportunities year over year
• Supports leaders in identifying areas of focus and building strategic plans to address concerns
• Leverages and shares team-building tools and practices with HR peers as a continual best practice
• Supports the identification of attendees for corporate learning programs
• Provides support to SR ER Specialists in any complex employee relations issue within the customer base
• Provides background, consultation, and supporting documentation
• Supports HR initiatives such as open enrollments, new hire orientations, process automation, corporate compliance programs, bonus plans, performance reviews, merit increase process, leadership continuity, etc.
• Provides communication/education/support to SR Leaders on the roll-out of all HR initiatives and systems (e.g., policy changes, Workday)
• Proposes, develops, and implements creative alternatives and adaptations of HR programs to meet local business needs
• Partners with business leaders on RIF activity
• Provides counsel on process and ensures all actions comply with policy
• Coordinates notifications, paperwork and identifies any extenuating circumstances that need to be addressed
• Partners with leaders to ensure the Performance Management process is administered appropriately
• Ensures a pay-for-performance culture by the implementation of solid annual performance goals and the appropriate distribution of dollars across the organization
• Ensures compliance with federal and state regulations as they pertain to employment laws
• Ensures consistent application of corporate procedures and practices regarding employment activities by reviewing and auditing such employment activities

Skills on Resume: 

• Survey Analysis (Hard Skills)
• Strategic Planning (Soft Skills)
• Employee Relations (Hard Skills)
• HR Program Support (Hard Skills)
• Leader Communication (Soft Skills)
• Policy Compliance (Hard Skills)
• Performance Coaching (Soft Skills)
• Risk Management (Hard Skills)