Position Overview

This position provides strategic and tactical leadership for the Human Resources functions with a focus on maximizing individual and organizational performance.

If you are interested in possible employment opportunities at ARAG, we encourage you to submit your resume at: https://home.eease.adp.com/recruit/?id=1150461

Please submit resumes online. Hard copy resumes will not be considered for employment.

EOE/MFDV

Essential Duties and Responsibilities

• Provides strategic leadership and direction to the team responsible for Human Resources and Training
  • Provides ongoing coaching and mentoring to ensuring continued development of team members.
  • Manages departmental budgeting and expenses.
• Works closely with Chief Human Resource Officer and provides input and helps execute on the strategy for the department and function:
  • Provides guidance on the development and implementation of HR policies, processes and tools.
    • Manages the team responsible for the day-to-day activities supporting the programs and policies.
  • Workforce Planning and Staffing
    • Provides direction for the recruitment of all exempt and non-exempt roles and manages the recruiting process for Executive Level staff.
    • Provides oversight and guidance on the Affirmative Action Plan and supporting documentation, records and reporting.
  • Compensation and Benefits
    • Actively participates in the benefit renewal process, providing research and makes recommendations on benefit program design, including but not limited to medical, dental, life and 401k benefits and administration.
    • Serves on the 401k review team to evaluate and analyze investment options for the plan.
    • Works collaboratively with Corporate Communications on the communication around benefit programs and changes ensuring appropriate training of all employees on compensation and benefits programs.
    • Directs and provides oversight of the leave process, including FMLA, Short-Term-Disability, etc.
    • Serves as the Chair for the Compensation Committee and drives the ongoing validation of our compensation structure and compensation practices, including ongoing market analysis and discrimination testing.
  • Team Member Development
    • Provides guidance and direction to the Training Development Business Partner in the evaluation and implementation of training solutions and project support initiatives.
    • Provides guidance and direction to managers around team member development and works collaboratively with both managers and the Training Development Business Partner to ensure development needs are met.
    • Partners with organizational leaders on the succession plan, identifying competencies necessary for future leaders, and addressing gaps in theses competencies with actionable development plans.
  • Performance Management
    • Leads the performance management process for the organization, including but not limited to the mid-year and annual formal appraisal process, ensuring fairness and consistency across the organization.
    • Assists and supports managers with departmental and individual performance needs.
    • Provides guidance and recommendations to managers to optimize their team members' performance, supporting their coaching and counseling efforts as needed.
    • Provides feedback and direction on mid-year and annual reviews.
  • Corporate Communications
    • Works closely with Corporate Communications team on internal communications to ensure messaging is in alignment with the brand.
    • Works closely with Corporate Communications team to ensure appropriate communications and strategies are developed and executed around Change Management.
• Implements initiatives around team member satisfaction and engagement
  • Manages the process around employee satisfaction and engagement surveys.
  • Researches and manages the awards application process, working collaboratively with Marketing, for industry and market recognition programs that further our name in the marketplace (Best Places to Work, etc.).
  • Assists in the implementation of effective and efficient processes and policies which support operational improvements and strategic plans.
• Maintains positive environment by actively supporting and promoting department and company objectives.
• Works closely with the legal department on legal and compliance issues that arise ensuring the department is appropriately mitigating risks in records, policies and employee relations.
• Serves as a positive role model by representing the ARAG Values.
• Other duties as assigned.

Qualifications (including experience and education)

Knowledge

• Strong knowledge and understanding of general employment and management practices, staffing, employment law, performance management, compensation and benefits and employee relations.
• Strong knowledge of HR related issues, including compliance such as COBRA, FLSA and EEOC reporting requirements.
• Basic understanding of process management.

Skills

• Requires strong organizational, problem-solving, analytical, and listening skills.
• Excellent oral and written communication skills, including presentation skills.
• Must be able to deal with conflicting points of view and demonstrate integrity and fair-mindedness.
• Must be able to maintain a high degree of confidentiality.
• Ability to work collaboratively and effectively with individuals at all levels within the organization.
• High level of interpersonal skills to foster teamwork, commitment and cooperation.
• Strong supporter of ARAG's desired culture.

Education

• Bachelors Degree in Business or Human Resources; Masters Degree a plus.

Experience

• 8-10 years experience in Human Resources. 4-5 years of management experience preferred.

Certifications, Licenses, Associations, etc.

• PHR or SPHR strongly preferred.

Physical

• Minimal travel required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.