Jobs for People with MS: National MS Society

This position primarily serves as a strategic business partner for designated areas and Vice Presidents by developing, facilitating, and overseeing programs to drive the HR Strategies and Company initiatives for (Headquarters and Divisional groups). The HR Manager also serves as an employee advocate to ensure appropriate resolution of concerns and drives employee engagement. The HR Manager provides leadership and developmental support to HR Generalists, HR Coordinators and/or HR Administrators, and supports the HR Director in the execution of HR policies, processes, and procedures. CORE RESPONSIBILITIES AND TASKS: EFFECTIVE BUSINESS PARTNER: Partner with business leaders to execute Company Initiatives. Support functional stakeholders to achieve organizational and functional goals. Effectively communicate, build relationships and partner with key Business Leaders, Subject Matter Experts and Division Representatives. Lead and drive Company, Division, and Regional initiatives and programs. Assist business leaders with organizational design and developing structures that support the needs of the business. Support business leaders through management of organizational change. EMPLOYEE RELATIONS: Promote and maintain positive employee relations in a safe and productive work environment. Communicate accurately and appropriately with other employees/vendors in a timely manner. Administer and enforce HR policies and procedures and make recommendations for change as needed. Ensure compliance with all national, regional and local laws and regulations. Accurately complete reports in accordance with appropriate legal documentation (AAP, Adverse Impact, Annual Wage Survey, Disability, FMLA, Compensation, Benefits, EEOC, OSHA, Terminations, etc.). Investigate, mediate and resolve employee concerns and/or team conflicts. EMPLOYEE ENGAGEMENT: Manage employee events (recognition, fundraisers, volunteer programs, etc.) as needed. Institute programs and events that encourage high levels of employee engagement and focus on retention. Work with business leaders to implement programs on their teams (i.e., engagement survey, focus groups, employee committees, etc.) Lead the Employee Engagement Survey for Headquarters teams, conduct focus groups and work with business leaders to develop and execute action plans. RECRUITMENT AND ONBOARDING: Partner with the Talent Acquisition team and business leaders to identify and define open positions, discuss the needs of the department and determine a staffing solution to meet business needs. Work with business leaders to create and revise job descriptions as needed. Manage steps throughout recruiting process including, but not limited to, conducting interviews and making hire decisions and/or recommendations to hiring managers. Review and approve all offers partnering with Compensation as needed. Ensures that key positions are being filled by qualified talent and aligned with diversity initiatives/ goals. Facilitate New Hire Orientation. (if applicable) Ensure employees complete onboarding as they transition into new positions. TALENT MANAGEMENT: Coach/guide/counsel career and leadership development of subordinates. As HRBP, lead talent management process for organization under their support Partner with business leaders to develop succession plans. Analyze data (e.g. turnover, diversity, retirements, etc.) to create plans that address any talent gaps identified. Support enterprise-wide learning and development initiatives and work with business leaders to identify learning opportunities for their teams. PERFORMANCE MANAGEMENT: Write annual performance appraisals for subordinates and deliver along with goals and objectives. Administer Progressive Discipline techniques when necessary. As HRBP, lead performance management process for or