Administrator- HRBP

EssilorLuxottica Group•New York, NY

13d•$90,000 - $100,000

About The Position

The HR Administrator supports assigned business units and the HR Business Partner team by ensuring effective execution of EssilorLuxottica HR programs and initiatives. The role owns HR data integrity, organizational structures, and onboarding and exit procedures, while bringing subject matter expertise, process-improvement ideas, and a focus on meaningful results. The Administrator supports HR processes, systems, reporting, communications, headcount forecasting, employee self-service training, onboarding, organizational chart updates, and business management. The position also serves as an initial contact for HR-related questions, coordinates organizational restructuring activities, and works with HRBPs, HR COE partners, outsourced agencies, and cross-functional stakeholders to provide accurate information and consistent service.

Requirements

Bachelor’s degree in business administration, HR management, Industrial/Organizational Psychology, or a related field, or equivalent experience.
At least 3 years of experience in project management, administration, or a related area.
Strong knowledge of HR policies, processes, and programs.
Sense of urgency and drive for results.
Critical-thinking, analytical, and problem-solving skills.
Responsiveness and strong interpersonal, relationship-building, and communication skills.
Strong collaboration and teamwork, reinforcing one voice of HR.
Ability to handle confidential matters with appropriate discretion.
Proficiency with Microsoft Office and Microsoft Visio.

Responsibilities

Execute HR processes and efficiencies across client groups, and ensure managers use appropriate HR practices, processes, tools, and systems.
Support client groups with HRIS programs, including pay, data, leave, learning, and recruiting.
Maintain accurate systems and reporting, and develop straightforward methods for keeping them current.
Provide business management with support, training, and direction on HR processes.
Support the creation and distribution of HR communications.
Track and consolidate headcount data to support forecasting.
Work with HRBPs on process improvement.
Educate and train employees to handle basic HR needs independently.
Conduct new-hire training on employee self-service transactions.
Serve as an initial point of contact for HR-related issues and questions.
Run backend reporting to support completion of major HR process milestones.
Partner with cross-functional stakeholders to reconcile data and provide information needed for their functions.
Build trust and provide prompt service to client groups.
Collaborate with HR COE partners to address opportunities consistently and systematically, supporting continuous improvement.
Provide HR Business Partner support to departments as needed, including maintaining position descriptions and job postings.
Coordinate organizational restructuring projects, including data gathering, legal reporting, system shutdowns, property collection, and separation documents.
Serve as a point of contact for the outsourced agency and related invoice payment.
Coordinate onboarding with functional teams to support smooth employee transitions, including equipment, voicemail, business cards, and cell phones.
Manage the monthly organizational chart update process with Shared Services business units.