28 days old
2018-04-242018-05-24

HR Generalist / HR Business Partner

Smith & Nephew
Fort Worth, Texas 76109
  • Job Type
    Employee
  • Job Status
    Full Time
  • Shift
    1st Shift
 

ABOUT US

 

Smith & Nephew is a diversified advanced medical technology business that supports healthcare professionals in more than 100 countries to improve the quality of life for their patients.

We have leadership positions in Orthopaedic Reconstruction, Advanced Wound Management, Sports Medicine and Trauma:

We have over 15,000 employees around the world. Annual sales in 2016 were more than $4.6 billion.

We are a constituent of the UK's FTSE100.

 

SUMMARY

The HR Generalist / HR Business Partner collaborates closely with management in the implementation and reinforcement of corporate policies related to human resources, organizational and employee development at the functional or division level. S/he consults with employees and managers to address root causes of HR issues, working to resolve employee relations issues with a systematic approach. While serving in this capacity, the incumbent participates in company-wide programs and initiatives (e.g., salary review, workforce planning, and organizational change). The HR Generalist / HR Business Partner assists senior management and the HRBPs in the development of solutions through organizational development and cultural and process-oriented perspectives. Key skills and abilities include coaching, influencing, facilitation, presentation, communication, process development, analysis, and problem solving. 

 

 

ESSENTIAL JOB FUNCTIONS

 

Execution of HR Service Delivery

  • Partner with other HR Generalists, CoEs (Centers of Excellence) - Talent Acquisition and Development, Total Rewards and Communication) to determine needs and solutions that drive a performance management culture.
  • Provide organizational leadership and insight.
  • Support leader development including day-to-day coaching as well as training.
  • Provide guidance and helps prepare the organization to effectively manage change.
  • Facilitate business process redesign, creation and implementation.
  • Provide guidance and expertise to managers enabling adherence to processes around Workday thereby driving data accuracy.
  • Implement services, policies and programs.

Performance and Talent Management

  • Champion the implementation of Performance Management and coaching leaders to effectively utilize processes and tools.
  • Supports managers with the implementation of routine performance management processes with a focus on the development of SMART objectives.        
  • Participate in discussions about improving performance and may assist in creating individual development plans. Ensures all documentation is maintained.
  • Lead the business groups' succession planning and talent management processes.
  • Assist with carrying out of company-wide process of Talent Management that address succession planning, workforce development; key employee retention and change management.
  • Assist with employee communications and feedback through company meetings, surveys, focus groups, and one-on-one's.
  • Assist with company-wide committees including wellness, culture, communications, etc.  

Talent Acquisition

  • Partner with the Talent Acquisition team by assessing talent for client groups as needed.
  • Ensures all postings follow consistent practices.
  • Reinforces recruitment policies regarding agency rate schedules and expectations. 
  • Assists in the development and implementation of creative recruiting programs.
  • Conducts recruiting planning meetings when needed staff is identified and serves on employee selection meetings.
  • Assist with Workforce planning.

 

Employee Relations

  • Provide employees / managers with information and advice regarding complex employment practices, corporate and divisional policies and procedures, benefit programs, time & attendance rules, and other HR-driven processes.
  • Evaluate business groups' adherence to such requirements and provide guidance / feedback.
  • Recommend / implement changes to practices/requirements, as appropriate.
  • Conduct exit interviews, and lead employee dispute resolutions for their business group.
  • Partners with management to communicate HR policies, procedures, programs and laws.
  • Recommends ER practices necessary to establish proactive employer-employee relations and promote a high level of employee morale.
  • Identify trends and proactively develop programs to improve employee relations.
  • Implement consistent processes and practices.

 

Special Programs

  • May be the HR representative on designated cross-functional teams (ex. Rewards & Recognition team).
  • May have independent responsibility for other programs.
  • May work with designated person to plan and organize site employee activities and special events.
  • May lead HR projects.
  • Ability to provide both verbal and written information clearly, succinctly, and persuasively, as well as ability to influence others.
  • Capacity to understand people issues in the context of the bigger picture and business acumen as well as how the business balances and creates profit and value.
  • Ability to reach agreements and consensus despite differing goals and priorities.
  • Acts as a resource for colleagues with less experience; may lead projects with manageable risks and resource requirements.
  • Solves complex problems; takes a new perspective on existing solutions; exercises judgment based on analysis of multiple sources of information.
  • Requires in-depth knowledge and experience within HR discipline; works independently and receives minimal guidance from leadership.
  • Ability to use research methods effectively, including data collection, diagnostic, and analytical skills.
  • Supports several Directors as well as business partners; supports more than one site with dispersed populations of employees.
  • Has knowledge of best practices and how own area integrates with others.

Requirements

Travel: up to 25% travel and overnight stays as required to support customer needs.

 

Education:

  • Bachelor’s degree in Human Resources or related field and 2 - 5 years of HR Generalist experience required.   
  • PHR or SPHR certification preferred.

 

Professional Experience:

  • Good working knowledge of employment laws and practices required. 
  • Experience in the multiple disciplines of HR including staffing, administration of benefits and compensation programs, talent management as well as other HR programs.
  • Project Management experience preferred.
  • Experience with Workday and other HR People Management systems.
  • Strong MS Office software experience required. 
  • Advanced Excel skills required.
  • Skills in database management and record keeping. 
  • Strong analytical capability with respect to compensation plans, internal equity, and problem solving as it relates to conflict resolution and employee relations matters.
  • Excellent communication, interpersonal, and analytical skills required. 
  • Must be innovative and proactive in a fast-paced environment with a willingness to adapt. 
  • Demonstrates integrity in all business interactions and honors personal commitments.
  

Smith and Nephew is an Equal Opportunity / Affirmative Action Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by applicable law.

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HR Generalist / HR Business Partner

Smith & Nephew
Fort Worth, Texas 76109

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HR Generalist / HR Business Partner

Smith & Nephew
Fort Worth, Texas

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