HR Manager II

POSITION: HR Manager

FULLTIME/PARTTIME: Full Time

LOCATION: New York City/Chicago

SCHEDULE: M-F/TBD

PAY RANGE: $100k-170k DOE
(Exact compensation may vary based on skills experience and location. Base pay information is based on market location.)

JOB DESCRIPTION:

• HR Managers coach support and advise People Managers across North America aiming to develop and enhance the quality of people management throughout the colleague lifecycle. The role of the HR Manager therefore has a direct and positive impact on the quality of the colleague experience across Marsh McLennan.
• Under the guidance of the Senior People Partner the HR Manager is aligned to a specific group of People Managers who come from businesses and functions across Marsh McLennan namely Mercer. Our aim is to provide consistent high-quality support for People Managers regardless of the business or function.
• HR Managers will also be key to the deployment and adoption of new processes or initiatives which are aimed at People Managers. HR Managers will need to understand and reflect the local market perspective whilst respecting the value of enterprise-wide alignment where appropriate.
• The HR Manager will also provide valuable insights to the Centers of Expertise which will inform the development and prioritization of initiatives programs and project designed for colleagues and/or People Managers. They will provide guidance on local issues including legislative and regulatory regulations which relate to employment.
• The HR Manager will also help to coordinate known and ad hoc projects including mergers and acquisitions and other critical People Function projects across the Enterprise.
  

JOB RESPONSIBILITIES:

• Be a part of the People Function which is responsible for the deployment of enterprise-wide HR programs and initiatives.
• Get immersed in regional and local operations to remain attuned to regional and country nuances across the businesses.
• Provide guidance and support to People Managers across the full range of activities in the HR portfolio including:
  • Colleague performance management skills and competence development and learning. This may include supporting implementation of colleague training or mentoring programs and monitoring compliance where required.
  • Employee relations matters including investigations performance improvement documentation and processes disciplinary actions grievances etc. The HR Manager will engage with the Employee Relations COE for advice and support where issues are more complex.
  • Communications change management and organizational effectiveness.
  • Compensation benefits and total rewards including during the year end process when HR Managers will coach People Managers on discussions about performance and reward discussions.
  • Leave absence and related topics including coordinating with workforce administration team for return-to-work accommodations and logistics.
  • Inclusion and diversity awareness and considerations.
  • Career development including succession planning and mobility internally.
• Support for coordinating the rollout and delivery of HR programs in-region and contribute to process improvements.
• Coordinate specific on-going and ad-hoc HR projects within a Business or across the enterprise.
• During organizational restructuring activities coordinate necessary activities to support People Managers and affected colleagues including planning and execution of consultations with colleagues about changes affecting roles or terms of employment.
• Ensure that regulatory and statutory obligations are discharged locally including statutory and/or regulatory reporting requirements.
• Coordinate with the Global Mobility COE to oversee delivery of all mobility activity and liaise with colleague and mobility vendor to ensure a successful relocation.
• Consult with People Partners and COEs to determine best practices continuously improving delivery methods and especially considering regional or country-specific nuances to guide the delivery of local implementation.
• Support peer HR Managers as required to ensure that the team delivers a consistent and high-quality service across all locations for which it is responsible.

REQUIRED QUALIFICATIONS:

• 4 years relevant experience in HR alongside a requirement for suitable qualifications.
• Able to operate without supervision in most situations and able to judge when guidance is required for more complex situations and seek support from appropriate colleagues/experts.
• Experienced in supporting managers with employee relations cases including progressive counseling and investigations.
• Demonstrated ability to be a trusted advisor to People Managers at most levels in the business effectively through all aspects of the employee life cycle including more complex situations.
• Able to identify opportunities to make improvements to the service provided by People Services and demonstrates a willingness and aptitude to lead work to define and implement changes that will deliver better service to People Managers.
• Experience of successfully supporting project/initiative implementation across a population of managers recognizing the broader business objectives and perspectives across multiple business lines / geographies.
• Thorough understanding of local laws regulation and company policies and HR processes.
• Excellent interpersonal skills with ability to connect with colleagues and people managers in the business and in the wider HR Function.
• Proven project management experience leading or participating in a project from start to finish.
• While all MMC Core Competencies are important for this role those that will be particularly critical to success include:

• Client service: Responding effectively to internal client needs
• Collaboration: Valuing and working well with diverse others
• Communication and influence: Communicate and engage others skillfully
• Learning orientation: Learn and grow self
• Innovation: Innovate new and better ways of doing things

WORKING CONDITIONS:

• May on occasion be exposed to loud sounds and distracting noise levels such as from office equipment.
• The ability to lift up to 30lbs
• Use of computers and technology

Here at Canon Recruiting People are our priority and we are committed to Include Diversity in every segment of who we are. It is only through our Diversity we are made a stronger organization and increase our ability to provide top tier candidates that our clients have come to know Canon for. We have an inclusive environment all employees are celebrated for their unique differences. The different perspectives and experiences of our workforce give us the competitive advantage that is essential for success in an ever-changing market. By promoting inclusion with the same enthusiasm we devote to quality and competency and using the experience from a diverse assortment of backgrounds and experiences Canon is able to improve the services and value we deliver to clients employees and customers. At Canon Diversification and Inclusiveness are much more than a corporate ambition; they are a critical component in our daily corporate life.

Canon Recruiting is committed to a diverse and inclusive workplace. Canon Recruiting is an equal opportunity employer and does not discriminate on the basis of race national origin gender gender identity sexual orientation protected veteran status disability age or other legally protected status.

The pay range for this position is listed above. Base pay information is based on market location.
We will consider for employment qualified applicants with arrest and conviction records. Our range of benefits may include health care and 401(k) savings plans.
For individuals with disabilities who would like to request an accommodation please email