Associate Director, HR

Agency:

Job Function:

Job Subfunction:

Job Description:

• Serve as a trusted HR partner to senior leaders managers and employees providing thoughtful and practical guidance across a broad range of people matters.
• Independently manage complex employee relations matters including performance concerns workplace issues conflict resolution and other sensitive employee situations.
• Coach managers and leaders on performance management feedback goal setting employee development and effective people leadership.
• Develop a strong understanding of the business its priorities talent needs and key stakeholders to provide proactive HR guidance and solutions.
• Partner with senior leaders on current and longer term workforce needs organizational structure staffing promotions compensation planning talent development and succession planning.
• Anticipate workforce needs and organizational trends identifying potential people implications and recommending solutions that support business priorities.
• Support organizational change initiatives and advise leaders on change management organizational effectiveness and employee communications.
• Identify trends across the employee population and use people data and business insights to recommend solutions that support engagement retention performance and the overall employee experience.
• Partner closely with Talent Acquisition Compensation Benefits Learning & Development Employee Relations and other Centers of Excellence to deliver integrated people solutions.
• Support annual talent processes including performance reviews compensation planning talent reviews and succession planning.
• Lead HR projects and initiatives of moderate complexity from planning through execution partnering across HR and the business to ensure successful delivery.
• Leverage Workday and other HR systems and data to support decision making identify trends and ensure accurate execution of HR processes.
• Help ensure people practices and programs are implemented consistently and in alignment with organizational policies and business needs.
• Provide guidance and mentorship to more junior HR team members and contribute to a collaborative high performing HR team.
• Build strong relationships across the organization and effectively influence leaders and stakeholders at varying levels.

• 7 years of progressive Human Resources experience ideally within an agency professional services or other complex highly matrixed organization.
• Strong HR generalist or HR Business Partner experience with demonstrated expertise in employee relations and performance management.
• Experience independently advising managers and senior leaders on complex and sensitive employee matters.
• Strong business acumen with the ability to understand business priorities and translate them into effective people strategies and solutions.
• Experience across workforce planning talent management organizational change performance management and compensation processes.
• Demonstrated ability to anticipate workforce needs identify broader people trends and provide proactive recommendations to the business.
• Experience leading HR projects and initiatives independently and successfully partnering across functions to drive execution.
• Excellent interpersonal and communication skills with the confidence judgment and executive presence to work effectively with senior leaders.
• Strong problem solving and critical thinking skills with the ability to navigate ambiguity competing priorities and complex situations.
• Highly organized and detail oriented with the ability to manage multiple priorities independently.
• Experience working with HR systems and people data. Workday experience strongly preferred.
• Collaborative agile and resourceful with the ability to build strong relationships across teams and functions.
• Must be local to the New York City area and able to work in the NYC office a minimum of three days per week.

• Bachelors degree preferred.
• Human Resources certification such as PHR SPHR SHRM-CP or SHRM-SCP preferred but not required.

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Omnicoms policy requires employees to work in the office for a minimum of three days a week unless additional in-office days are directed by their agency or manager. Our objective is to increase this requirement over time and many of our agencies as well as Omnicoms corporate group already require five days of in-office attendance.

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