HR Senior Analyst

Toyota • PR

80d

About The Position

The primary responsibility of this role is to support assigned Business Units (BUs) and Human Resources Manager with all HR/talent management-related matters, including, but not limited to, talent acquisition/hiring process, team member relations, training & development, performance management, job evaluation/organization design, compensation administration, and team member exit process. The HR Sr. Analyst makes an impact in three ways: 1. Organizational Effectiveness – drives and maximizes business effectiveness through optimum resource alignment (people, process, structure); 2. Team Member Engagement – partners to drive actions that create an engaged workforce. 3. Consultation – diagnosis, assessment, development of alternatives, negotiating, teaching, and challenging the status quo. Reporting to an HR Manager, the person in this role will support the HR department's vision to be a business-integrated HR team that empowers the organization for the future of mobility through engaged, high-performing team members and leaders.

Requirements

• Four-Year College Degree (BA or BS): Business Administration, Human Resources, Organizational Psychology, related areas
• 5-10 years of relevant / progressive work experience (in similar field and/or industry)
• Knowledge and understanding of labor laws & employment policies and practices
• Excellent consultation and execution skills
• Strong verbal and written English and Spanish skills.
• Proficiency with MS Office applications (Excel, PowerPoint, Word, Outlook)

Nice To Haves

• Advanced Degree. Specify: MBA or other relevant advanced degree
• PHR/SPHR certification
• Workday experience
• Project management capabilities

Responsibilities

• Assist/respond to Team member and/or People leader inquiries regarding policies and procedures; provide HR guidance on Workday/MyTime, Payroll, Benefits, etc.
• Manage the talent acquisition process in partnership with HR Manager and Business Unit Manager.
• Assess BU’s request/justification and TCPR needs for job re-leveling (i.e. job evaluations/in-job upgrades). Make preliminary job level estimate for Support, Specialist and Analyst jobs (Job Levels 8 – 16) to determine if request should be moved forward.
• Partner with Compensation Team to determine internally equitable job level, and to finalize and communicate recommendations.
• Manage appeals process, as appropriate. Follow through until request is resolved and possible changes are made in all relevant systems.
• Support execution of talent planning meetings and follow-up.
• Review and analyze talent data to provide insights and recommendations to leaders/managers regarding performance management and talent development programs.
• Review and analyze Team Member Experience Survey data, provide insights to HRM and provide potential recommendations to BU leaders/managers.
• Support performance management.
• Drive engagement and learning & development initiatives.
• Assess team member relations issues and determine, as appropriate, who and how the issue should be handled.
• Responsible for ongoing identification and implementation of process improvements.
• Serve as the SME and point person for key HR systems and technology.
• Support on-going rewards such as merit and bonus, support Growth, BFP and GEM processes.
• Assist managers as necessary.
• Support the HRM with ongoing analysis, reporting and/or presentation needs.
• Serve as liaison with the LOAA Department.
• Manage and/or contribute to projects that are typically standardized and/or of short- to medium term and scope.

What This Job Offers

• Job Type: Full-time
• Education Level: Bachelor's degree