HR Manager - Initiatives

Avera•Sioux Falls, SD

19d

About The Position

The Human Resources Integration Manager serves as a key supportive function within the HR organization, overseeing and guiding alignment, and transformation initiatives across human resources. This position is responsible for developing and implementing integration plans that support organizational goals, including leadership of HR-related projects such as identifying, tracking, and mitigating risk issues, ensuring compliance with regulatory requirements, and driving improvements in HR processes, policies, job structure, and design. The position requires expertise in change management, cross-functional collaboration, and strategic planning to deliver measurable efficiencies and foster a culture of continuous improvement. This position will travel, as needed.

Requirements

The individual must be able to work the hours specified.
To perform this job successfully, an individual must be able to perform each essential job function satisfactorily including having visual acuity adequate to perform position duties and the ability to communicate effectively with others, hear, understand and distinguish speech and other sounds.
These requirements and those listed above are representative of the knowledge, skills, and abilities required to perform the essential job functions.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions, as long as the accommodations do not cause undue hardship to the employer.
Demonstrated ability to lead complex projects and integration initiatives.
Strong organizational and leadership capabilities with ability to manage competing priorities in a fast- paced environment.
Exceptional relationship management and collaborative skills across diverse teams.
Demonstrated ability to partner with leaders to develop HR plans and execution strategies leveraging function HR groups.
Exceptional communication skills, including meeting facilitation and executive-level reporting.
Excellent interpersonal and influence skills, with ability to build relationships and leverage resources within the HR function.
Self-starter with results driven mindset.
Ability to create innovative solutions and drive continuous improvement.

Nice To Haves

Bachelor's in Human Resources or Business related field.
SHRM-Certified Professional (SHRM-CP) - Society For Human Resource Management (SHRM)
Professional in Human Resources (PHR) - Human Resource Standards Institute (HRCI)
Five to ten- plus years of progressive experience in Human Resources field, HR Consulting and/or HR Operations.

Responsibilities

HR Strategy & Planning: Supports the HR strategic plan, maintaining alignment with organizational mission and priorities.
Translate strategic goals into actionable initiatives and long-term plan development.
Track progress on strategic objectives, identifying risks, interdependencies, and opportunities for acceleration.
Partner with HR and organizational leaders to monitor performance against strategic metrics and recommend adjustments.
Risk Management & Compliance: Maintain expertise in generalist HR functions and stay current on regulatory and compliance requirements.
Identify HR risks and opportunities for improvement; develop and implement viable mitigation solutions.
Quantify risk areas such as labor expenses, benefits, employee relations, and culture throughout HR projects.
Monitor and address risks in HR deliverables, policies, processes, and communications.
Project Leadership: Coordinate and facilitate HR projects and functional group activities.
Translate organizational HR initiatives into detailed HR project plans.
Plan change management strategies to support adoption of new HR programs, systems, and processes.
Anticipate resistance and implement mitigation strategies to sustain long-term engagement.
HR Integration & Organizational Transformation: Partner with HR Operations on integration efforts for acquisitions, system reorganizations, and other major changes.
Coordinate HR aspects of acquisitions in collaboration with all HR teams.
Support department restructures, workforce planning, and succession planning during integration efforts.
Coordinate initiatives that drive organizational transformation across HR entities.
Data Analysis & Reporting: Utilize technology tools and project management concepts to enhance HR processes.
Provide integration recommendations and guidance based on data.
Report project status for leadership visibility.
Leadership Support & Development: Support leadership and staff development through training and growth opportunities.
Partner with HR leaders to clarify priorities and energize team efforts.
Communicate expectations and responsibilities clearly to foster accountability and shared understanding.
Cross-Functional Collaboration: Coordinate cross-functional teams including throughout HR and teams that support HR initiatives.
Build trusted relationships across departments to encourage collaboration and responsiveness.
Lead coordination for major HR projects and initiatives, ensuring clarity of roles and on-time completion.
Continuous Improvement & Best Practices: Support innovative concepts to complex HR challenges.
Establish best practices and tools for consistent, high quality products.
Identify and remove barriers to success, enabling impactful results.