HR Manager

I. Job Summary
As a member of the WM HR Organization, the HR Manager will be responsible for delivering best-in-class strategic people solutions while also providing hands-on, tactical support to managers and employees within the HR and Digital organizations. The HR Manager is responsible for supporting and ensuring the execution of initiatives that build trust, employee engagement, leadership effectiveness, leadership development and workforce efficiency for a diverse workforce in an emerging and fast paced, matrixed enterprise. The HR Manager plays a key role in WM’s People-First culture by creating a positive and productive workplace environment by advising on HR policies and programs that align with the company’s immediate needs and future objectives.

II. Essential Duties and Responsibilities

To perform this job successfully as an HR Manager supporting the Human Resources and Digital functions you must be able to demonstrate the below key duties: 

• Identify and implement HR solutions that impact the company's ability to meet business objectives. Must accurately identify organizational issues, develop solutions, and implement action plans.
• Plan, manage, and coordinate various HR activities ensuring the appropriate resources and stakeholders are engaged to enable a successful outcome.
• Partner with business leaders to ensure a People-First lens throughout the employee lifecycle journey including, but not limited to:
  • Hiring and Onboarding (supports recruitment process by forecasting with clients, working with the recruiting team on compensation proposals, participating in interviews, aiding in new employee orientation)
  • Employee Development and Performance Management (participates in succession planning exercises and conversations, offers insights and recommendation during talent reviews, actively participates in performance management initiatives and conversations) 
  • Retention (lead and participate in Culture and Engagement initiatives such as Voice of the Employee (VOE) Survey, analyze data surrounding HR insights and offer recommendations, participate in action planning for VOE opportunities)
  • Offboarding (facilitates employee separation notices and related documentation reviews exit interviews to determine reasons behind separations and identifies trends to partner with leaders on opportunities for positive change)
• Coach and advise managers and individual contributors, supporting multiple functions/departments on HR matters.
• Deliver HR solutions that are considered value added, measurable, directly tied to the operating unit and/or functional department level business objectives.
• Participate as a key member of functional department leadership team providing people solutions to improve business impact.
• Propose HR solutions and/or organizational changes at a department level based upon an analysis of operational opportunities.
• Partner with appropriate Centers of Expertise (COE) to consult on and execute HR strategies, initiatives, and programs to support business objectives at a Functional level.
• Lead/manage projects and/or participate as a project member on HR initiatives as assigned.
• Hire, lead, develop, and coach members of the HR Organization, as well as Provides technical advice, knowledge, coaching and guidance to others within the human resources discipline.
• Develop and provide regular and ad-hoc reports and recommendations as needed to business unit and/or functional department leadership including but not limited to retention, absenteeism.
• Serve as an advisor to managers and individual contributors for employment related legal issues and ensure local compliance with federal, state, provincial, and local employment laws.
• Proactively identifies and applies innovative ideas to adapt to changing work demands.
• Partner with the HR Director to identify and prioritize opportunities for process improvement and new initiatives.
• Ability to think strategically while effectively executing day-to-day needs.
• Oversee training on company policy, programs, and other issues as they arise
• Other duties as assigned.

III. Supervisory Responsibilities
This role will manage HR Advisor(s) and support staff activities of the HR department. This may include direct supervision of one or more full-time employees.

IV. Qualifications
The requirements listed below are representative of the qualifications necessary to perform the job.

A. Education and Experience
 Education: Bachelor's Degree (accredited) in Human Resources Management, Industrial/Labor Relations, Business, Psychology, or related field, or in lieu of degree, High School Diploma or GED (accredited) and four (4) years of relevant work experience.

Experience: Five (5) years of experience managing human resource systems, processes, programs, initiatives, and professionals (in addition to education requirement).

B. Certificates, Licenses, Registrations or Other Requirements
PHR or SPHR certification preferred.
 

C. Knowledge, Skills or Abilities Required

• Possess & leverage experience in multiple human resources disciplines, operational and/or business acumen to influence shareholder value. Understanding of, and some experience with, most or all core aspects of Human Resource Management (staffing; employee relations; performance management; leadership development; training).
• Ability to think strategically and translate concepts into actionable items.
• Must possess a consultative style and approach with proven ability to develop credible relationships with business partners.
• Ability to gain acceptance of ideas and commitment to action that support specific work outcomes through professional influence. Courage to make tough decisions and deliver difficult messages with professionalism and poise while maintaining the highest level of confidentiality.
•  Innovative mindset identifying new ways to solve work problems resulting in unique/differentiated solutions.
• Strong employee relations skills and experience in labor relations preferred.
• Ability to understand business operations from both a strategic and tactical perspective.
• Ability to effectively manage multiple projects with overlapping tasks and work independently with minimal supervision.
• Strong analytical, critical thinking and problem-solving skills. Utilizes data analytics to identify HR insights to make proactive solutions.
• Ability to assess & develop individuals’ knowledge, skills, and abilities. Talent management and succession planning experience preferred
   
• Must possess strong verbal and written communication skills. Ability to present their point of view in varied business situations.

V. Work Environment
Listed below are key points regarding environmental demands and work environment of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job.

• Required to travel up to 10%. 
• Normal setting for this job is an office setting.

Benefits
At WM, each eligible employee receives a competitive total compensation package including Medical, Dental, Vision, Life Insurance and Short-Term Disability. As well as a Stock Purchase Plan, Company match on pension, and more! Our employees also receive Paid Vacation, Holidays, and Personal Days. Please note that benefits may vary by site.
 

We are seeking a dynamic HR Manager with strong partnering skills and proven ability to drive business results. Apply now for a rewarding WM career where you can make a difference in people's lives, grow, and drive sustainability for a better world.