Human Resources Consultant

Marco Technologies•Minnetonka, MN

About The Position

The Human Resources (HR) Consultant contributes to company performance by providing internal consulting, business partnership and ownership on employee and organizational development strategies in support of the business objectives. This role partners closely with leadership in our corporate functions including Internal Shared Services and Business Units. The HR Consultant carries out responsibilities in the following areas: employee relations consultation, talent management, policy interpretation and application, performance management consultation, employee engagement, succession planning, and org design.

Requirements

Bachelor’s degree and minimum of 4 years of general HR experience required.
Proficiency with business collaboration tools such as MS Office applications, Outlook and function specific applications including HRIS and ATS systems.
Superior internal and external customer service and communication skills.
Enthusiastic, dedicated to the challenge of helping other people.
Demonstrates attention to detail.
Strong ability to exercise independent judgment and discretion regarding confidential matters.
Excellent organizational and time/task management skills with the ability to thrive in an ambiguous and rapidly changing environment.
Function collaboratively as part of a fast-paced, client-oriented team.
Proven strong foundation and knowledge of principles and practice of HR including employment law and compliance requirements.
Proven business literacy skills.
Proven ability to effectively coach employees and management through complex and difficult issues.
Ability to make recommendation to effectively resolve problems or issues.

Nice To Haves

Degree in Human Resources preferred.
SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), PHR or SPHR certification preferred.

Responsibilities

Serve as a primary HR Consultant and strategic partner to assigned functional groups, leaders, and employees.
Meet regularly with assigned functional group leaders to proactively identify and address HR issues and organizational needs.
Coach managers on people leadership skills to achieve desired results, including recommendations for goal setting, ongoing performance management.
Advise on the resolution of employee relations matters and performance issues.
Analyze trends and metrics in partnership with area leadership to develop solutions, programs, and policies.
Lead and/or support annual HR cycle deliverables to include performance review process, merit and bonus awards and talent evaluations to ensure effectiveness, compliance, and equity within organization.
Evaluate issues, patterns, and trends to provide proactive insights for HR solutions and program designs such as retention efforts, training opportunities, etc.
Partner with HR leadership and organizational leadership to identify high potential talent and efforts to develop them. Influences leaders to increase talent mobility and consider as an enterprise asset. Facilitates talent review and other talent initiatives with leadership.
Perform off-boarding procedures including preparing employee separation documentation and conducting exit interviews to determine reasons behind separations.
Partner with Payroll, HR Specialists (Talent Acquisition, HRIS, Benefits, Compensation, etc.) as needed to provide solutions for assigned functional group/s.
Assist in developing and supporting culture and people engagement efforts.
Partner with functional leadership to consider long-term needs for talent acquisition efforts and future skill needs.
Coach and support the business/managers through change and transformation
Support performance review cycle and conduct talent calibration to ensure consistency of ratings and the alignment of compensation planning with performance.
Partner with leaders to review, interpret, and take positive action on employee engagement survey results.
Establish strong overall business and functional area acumen.
Embrace and promote diversity and inclusion efforts.
Attend company and departmental meetings as required.
Act in accordance with Marco policies and procedures as set forth in the Employee Handbook.
Perform other related duties as assigned.