Manager, HR

Waste Management, Inc. (WM)•Humble, TX

About The Position

As a member of the Waste Management People organization, the People Manager will be tasked with providing world class strategic people solutions and guidance to assigned managers with a primary focus on tactical execution and support of internal manager clients. The People 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 enterprise. The People Manager will direct and control People policies and programs to provide and maintain an effective organization which will enable the company to achieve its short and long-term goals.

Requirements

Bachelor's Degree (accredited) in Industrial/Labor Relations, Human Resources Management, Psychology, or related field, or in lieu of degree, High School Diploma or GED (accredited) and four (4) years of relevant work experience.
Five (5) years of experience managing human resource systems, process, programs, initiatives and professionals (in addition to education requirement).
Possess & leverage human resource discipline, 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 consultative style and approach with proven ability to develop credible relationships with business partners
Strong analytical & diagnostic skills. Utilizes data analytics to identify People insights to make proactive solutions.
Ability to assess & develop individuals' knowledge, skills, and ability. Talent management and succession planning experience preferred
Innovative mindset identifying new ways to solve work problems resulting in unique/differentiated solutions.
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
Must possess strong verbal and written communication skills. Ability to present their point of view in varied business situation
Ability to understand the 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 employee relations skills.
Strong labor relations skills preferred.
Experience in multiple disciplines human resources preferred.
Experience in project management preferred.

Nice To Haves

SPHR certification preferred.

Responsibilities

Identifies and activates HR solutions that impact the company’s ability to meet business objectives. Must accurately diagnose organization issues, develop solutions and implement action plans
Leads planning, coordination, and execution of key enterprise HR initiatives, ensuring consistency, quality, and alignment across the organization
Establishes structure, timelines, and governance for recurring HR programs (e.g., performance management, talent reviews, employee survey), driving clarity and accountability
Partners cross-functionally to translate HR priorities into scalable, repeatable processes and tools that enhance the manager and employee experience
Monitor progress, identify risks, and drive continuous improvement to ensure initiatives are delivered on time and with impact
Bring a project management discipline to HR by standardizing workflows, improving documentation, and increasing operational efficiency
Serves as a flexible HR resource, initially supporting Area-wide needs with the expectation of transitioning to a dedicated client group over time
Lead and conduct employee relations investigations, including matters reported through the Integrity Helpline, ensuring timely, thorough, and objective outcomes
Leadership activity will include managing talent through proper succession planning programs for key contributor and management positions, learning and development programs for preparing employees for career advancement and employee development programs to enhance employee knowledge and understanding of the business of the company and the industry.
Coaches and advises managers, supporting multiple functions/departments on HR matters.
Delivers HR solutions that are considered value added, measurable, directly tied to the operating unit and/or functional department level business objectives.
Proposes HR solutions and/or organizational changes at an operating unit and/or department level based upon an analysis of operational opportunities.
Partners with appropriate Centers of Expertise (COE) to execute HR strategies, initiatives and programs to support business objectives at an Area and/or Functional level.
Hires, leads, develops, and coaches members of the HR Organization.
Serves as an advisor to management for employment related legal issues and ensures local compliance with federal, state, provincial, and local employment laws.
Execute organizational change initiatives that support the company’s strategic business framework.
Proactively identifies and applies new ideas to adapt to changing work demands.
Partners with the HR Director to identify and prioritize opportunities for process improvement and new initiatives.
Provides technical advice, knowledge, coaching and guidance to others within the human resources discipline.
Oversees / monitors new employee orientation to foster engagement.
Oversees employee separation notices and related documentation and orchestrates and/or conducts exit interviews to determine reasons behind separations.
Counsels managers on various employee and labors relation matters. Partners with COE accordingly.