Sr. Manager, Strategic Talent Partner

Job description

Sr. Manager, Strategic Talent Partner

The Sr. Manager, Strategic Talent Partner is responsible for working with the VP of Support Center HR and support center leaders in developing strategies to create a high-performance team environment resulting in achievement of business goals. This role will have primary strategic and tactical responsibilities focused on partnering with assigned business leaders and coordinating efforts with HR resources on developing and executing people focused policies, programs, and processes to meet their needs. Provide HR leadership in the areas of development, performance, employee relations, change management, benefits, coaching, career planning, succession planning, engagement, and retention and ensuring The Panera Way is brought to life. Looking for someone who has a voice and wants to use their voice to have a seat at the table to help evolve our culture.

This position will be located at the Newton Support Center, located in Boston, MA area.

Responsibilities:

Assists senior management for assigned business groups in human resources related planning development implementation and evaluation activities.

Acts as appropriate change agent as well as HR consultant and key contact for assigned business groups to provide guidance and assistance to assigned corporate departments on policy related issues.

Creates tactical plans prioritizes and allocates resources initiates the implementation of plans and policies and monitors and interprets results.

Meets with associates to address concerns, develop positive culture, explain corporate policies and procedures and mediate differences between associates and managers.

Drives programs to ensure continued positive culture by developing and implementing organization practices, policies, and procedures.

Monitors utilization of performance management program and use of corrective actions to address job performance and other behavioral issues.

Administers HR functions within assigned groups to include employee relations compensation recruitment training EEO/AA benefits employment and employee services. Works closely with other HRBPs to ensure understanding and ultimately that the best solutions are presented to the client groups (associates and managers). Works as a liaison with the HR functions (talent acquisition, compensation, benefits, legal, compliance) to gather information and provide recommendations.

Identifies opportunities to continually improve organizational effectiveness efficiency and productivity. Investigates a variety of associate-related issues incidents and complaints resolve disputes and recommend appropriate action.

Works with management to resolve conflict or controversy to facilitate achievement of established business objectives.

Anticipates human resource issues and problems and prepare alternatives and contingency plans.

Coaches and facilitates problem solving for associates and managers.

Maintains a current working knowledge of government laws rules and regulations regarding employment recruiting and employee relations to ensure legal compliance (consults with Legal Department as needed).

Initiate, define, drive or oversee assigned HR projects in terms of scope, project plan, risk assessment, timelines, project communication and budget. Additional project activities may include, but not limited to, coordinating resources, schedules, task assignments. Responsible for the successful execution and rollout of projects within established timelines.

Qualifications:

Bachelor's degree. 8+ years related experience; or equivalent combination of education and related experience.

Brings a positive forward thinking mind to the table with a Own It & Win Together attitude

Strong interpersonal and communication skills

PHR or SPHR certification preferred but not required

Intermediate proficiency with numeric data analysis and the ability to work with Microsoft Office Suite and Outlook.

Demonstrated in-depth working knowledge of HR laws and regulations; demonstrated in-depth working knowledge of U.S. HR and employee relations' practices and policies developed through a combination of classroom training and work experience.

Intermediate knowledge of other HR disciplines including legal implications and requirements.

Experience engaging with senior leaders and teams to drive HR strategy. Demonstrated ability to effectively coach VP and Director level leaders on performance management and employee relations situations while maintaining positive working relationships.

Ability to create and present material to various audiences through in person or technology-based methods (i.e. video, conference call)

Proven ability to handle confidential information.

Demonstrated project management ability.

Ability to think like a business leader taking into consideration all the functional implications around existing or future strategies, policies, or procedures when problem solving. Ensures focus on the internal customer, the brand and recognition of overall business objectives are met.

Demonstrated ability to research appropriate solutions and make appropriate recommendations and counseling to engender confidence and credibility.

Proven ability to navigate ambiguous situations without interfering with timeliness of follow through or adding risk to the decisions that are to be made.

20% travel required

Needham Support Center