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Sr. Manager, Field HR Business Partner

Company: Alzheimer's Association
Location: Florham Park
Posted on: September 25, 2022

Job Description:

DescriptionPosition Summary:
Manage all day to day employee relations and talent management issues; partner with Home Office COE to identify and deliver Learning & Development to the assigned Area. Assist with interpretation and execution of HR programs and policies throughout the business.
Responsibilities
Essential functions and responsibilities include, but are not limited to:
Manage all requests for promotions, grade and salary adjustments, status changes (hours worked, FLSA status), and spot/interim bonuses, following established protocol, including working with field leaders and HO COE for Compensation.
Manage all voluntary terminations including working with the HR Coordinator and payroll; conducting exit interviews, apprising managers of trends based on the PWC exit survey tool
Coach and guide employees and managers through our Initial Employment Period, Corrective Action and other disciplinary procedures and policies. Conduct investigations for hotline reported and other issues, with a view to fast and fair resolution, keeping in mind risk and our commitment to DE&I.
Provide strategic guidance for restructuring requests; manage all involuntary terminations including engaging in risk assessment pre, during and post-termination.
Deliver an excellent customer service experience to internal customers by responding in a timely manner, and being an approachable, consultative subject matter expert.
Work with AD, Talent Acquisition in the states where exempt and non-exempt minimum wages change annually or from time to time, to ensure compliance.
Perform other duties assigned, including staying up to date on state and local laws. Work with other members of the HR Ops team to ensure compliance with state and local laws and policies like our COVID policy.

Qualifications


  • Bachelor's degree
  • 8 or more years of HR generalist experience, including talent acquisition, benefits, compensation, culture & recognition, training, DE&I, learning & development.
  • 4+ years' experience with performance management and employee relations
  • PHR/SHRM-CP certification or higher strongly desire


    Knowledge, Skills and Abilities

    • Ability to function with tact and diplomacy across all levels of staff and leadership.
    • Solid, working knowledge of unconscious bias in talent management
    • Strong knowledge of compensation management and employment laws, including FMLA, ADA, GINA, Title VII of the Civil Rights Act. Experience conducting investigations and working on highly sensitive employee issues.
    • Ability to navigate and thrive in a highly complex, matrix organization
    • Ability to support internal customers who operate out of various locations other than where incumbent will be based.
    • Team oriented individual with the ability to work with a diverse group of employees
    • Ability to present information in concise manner, to a variety of audiences
    • Proficiency in software: MS Office suite, Google applications and Zoom; proficiency with use of Applicant Tracking Systems and LinkedIn Recruiter


      Position Location: Remote (or can work out of the Home Office or a local chapter office if preferred)
      Full-time
      Position Grade: 510
      Reports To: Director, Field HRBP

      Who We Are:
      The Alzheimer's Association is the leading voluntary health organization in Alzheimer's care, support and research. Our mission is to lead the way to end Alzheimer's and all other dementia- by accelerating global research, driving risk reduction and early detection, and maximizing quality care and support.
      At the Alzheimer's Association, our employees are at the core of all we do. Our network of more than 1,900 employees across the United States makes a difference each and every day for those impacted by Alzheimer's and those at risk for the disease.
      We warmly invite qualified applicants to consider this opportunity to make a life-changing impact on the millions living with Alzheimer's, their caregivers and those that may develop the disease in the future. Read on to learn more about the role, then visit our website to explore who we are and why we've been recognized as a Best Place to Work for the last twelve years in a row.
      At the Alzheimer's Association, we believe that diverse perspectives are critical to achieving health equity - meaning that all communities have a fair and just opportunity for early diagnosis and access to risk reduction and quality care. The Association is committed to engaging underrepresented and underserved communities and responding with resources and education to address the disproportionate impact of Alzheimer's and dementia.
      The Alzheimer's Association is committed to diversity, equity and inclusion in the workplace and provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
      Employees working 24 hours/week or more are eligible for a comprehensive benefits package, including medical, dental, vision, flex accounts, short and long-term disability, life insurance, long term care insurance, tuition reimbursement, generous Paid Time Off, 12 annual holidays and Paid Family Leave, as well as an annual Cultural & Heritage Day and Volunteer Day of their choosing. They are also eligible for our gold standard 401(k) retirement plan.
      Full time employees (37.5 hours/week), will enjoy all of the above plus an annual School Visitation Day and an Elder Care Facility Day of their choosing.

      Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

Keywords: Alzheimer's Association, New York , Sr. Manager, Field HR Business Partner, Executive , Florham Park, New York

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