Senior HR Advisor (Phoenix, AZ)

Waste Management, Inc. (WM)•Phoenix, AZ

8d•Hybrid

About The Position

As a member of the WM HR Organization, the Senior Advisor will be responsible for providing hands-on, tactical support to employees within the Corporate Sales organization. The Senior Advisor will serve as the first point of contact and trusted advisor for employee relations, and performance and absence management matters. The HR Senior Advisor plays a key role in WM’s People-First culture by creating a positive and productive workplace environment by advising on HR policies and programs that align with the company’s immediate needs and future objectives. Lastly, the Sr. Advisor will champion, demonstrate and uphold WM Commitments & Values to foster an environment of trust, and employee engagement for a diverse workforce. We are seeking an experienced Sr. HR Advisor to join the team and provide dedicated support to the Acquisition and Retention segments within the Corporate Sales Organization. This individual contributor role will be the primary contact for approximately 300 employees consisting of nonexempt and exempt professionals. This is an in-office role, with a hybrid work schedule.

Requirements

Bachelor's Degree (accredited) in Human Resources, Business Administration or related field, or in lieu of degree, High School Diploma or GED (accredited) and four (4) years of relevant work experience.
Four (4) years of relevant work experience in a HR Advisor or Generalist capacity (in addition to education requirement).
Must possess strong interpersonal skills with a customer focused approach and proven ability to develop credible relationships with business partners while maintaining the highest level of confidentiality.
Strong employee relations skills and experience with demonstrated ability to connect with employees at all levels.
Solutions-oriented approach to problem solving and conflict resolution with a strong drive to create a positive work environment.
Must possess strong verbal and written communication skills.
Self-motivated with an ability to navigate complex environments, find answers and drive solutions.
Comfortable with high volume work in a fast-paced environment while managing multiple priorities.
Strong working knowledge of employment laws and regulations and the ability to appropriately assess risk.
Strong problem-solving skills with the ability to use experience and judgement to make decisions that may be based on imperfect or incomplete information.
Comfort with ambiguity, strong adaptability with and the ability to embrace and lead change.

Responsibilities

Provides reliable and timely coaching and counseling to employees on issues to ensure consistent, transparent application of policies, procedures and employment laws.
Identifies, communicates and resolves complex employee relations issues balancing employee advocacy with stewardship of company policies and employment laws.
Plan and coordinate various HR activities ensuring the appropriate resources and stakeholders are engaged to enable a successful outcome.
Coach and advise individual contributors and managers, supporting multiple functions/departments on HR matters.
Facilitates training on company policy, programs, and other issues as they arise.
Partner with appropriate Centers of Expertise (COE) to consult on HR initiatives, and programs to support business objectives within Corporate Sales.
Assist in projects and/or participate as a project member on HR initiatives as assigned.
Develop and provide regular and ad-hoc reports as needed to business unit and/or functional department leadership.
Serve as an advisor to individual contributors and managers for employment related legal issues and ensure local compliance with federal, state, provincial, and local employment laws.
Assists HR leader in ensuring a People-First lens throughout the employee lifecycle journey including, but not limited to:
Hiring and Onboarding (supports recruitment process by working with the recruiting team on compensation proposals, participating in interviews, aiding in new employee orientation, and onsite/college hiring events)
Employee Development and Performance Management (participates in succession planning and talent review exercises and conversations, actively participates in performance management initiatives and conversations)
Retention (participates in Culture and Engagement initiatives such as Voice of the Employee (VOE) Survey, helps analyze data surrounding HR insights and offer recommendations, participates in action planning for VOE opportunities.
Offboarding (assists in employee separation notices and related documentation)
Other duties as assigned.