The Estee Lauder Companies Assistant Manager, HR in New York, New York
Assistant Manager, HR
Brand: Estée Lauder Companies Corporate Departments
As an Assistant HR Manager, under the direction of the Director, HR for HR, this role works with managers and leaders to execute HR programs and practices including support of a broad range of HR responsibilities including employee relations, talent acquisition, performance management, career development, compensation, compliance, benefits and employee programs across the global HR function. Works closely with HR managers and employees and HR Centers of Excellence in support of the delivery of HR services to the global HR function.
Key Roles & Responsibilities:
Annualized HR Calendar: Well versed in calendar and associated actions to support key business deliverables. Ability to anticipate and successfully execute annual HR processes (performance management, talent planning, merit, bonus, etc).
Compensation analysis: creation and review of job descriptions in partnership with compensation to determine title, level, job grade and understand how role fits into overall proposed structure
Recruitment and Recruitment operations: Work with the Talent Acquisition to fill open positions including creating job requisitions and posting positions in Taleo, candidate screening and selection. Make recommendations on process improvements and best practices to support the candidate experience. Work with compensation to determine offer packages.
Performance Management and compensation processes: Support the performance development plan (PDP) process including assistance with roll-out, drafting communications to client groups, tracking of completion, and maintenance of records of PDP documents to ensure all signatures for each review and all reviews are received to ensure compliance, audit of data for accuracy, distributing merit, bonus and equity information to appropriate managers (for PDP process) and managing calendar year bonus process. Manage the bi-annual promotions and adjustments process including collection and tracking of requests, prioritization and analysis of requests, and working with compensation leaders to determine salary adjustments and promotions in accordance with company policy and standardized procedures.
Employee Relations: Guide employees and managers through employee relations issues. Guide managers through performance management and performance improvement planning process – including verbal and written – in order to reach appropriate resolutions. Act as trusted partner and employee advocate. Provide guidance on company policies, practices and procedures.
Talent Planning: support talent planning and talent council meetings. Includes meeting with managers to support with completion of documents, providing guidance on process, and roll up of forms and data. Own reporting and data analysis. Track movement across the function - new hires in (who they are; what they bring to us); movement of existing employees into new roles (highlighting HIPO vs. other moves); exits - planned and voluntary. Tracking assessment of talent against functional/leadership competencies and the learning and development actions we are taking. Partner with Management on successful talent management and career coaching in order to drive high performance. Get to know talent and support the movement of top performers.
Training and Development: Support the development and execution of strategic and tactical training and development programs and initiatives.
Administration: Create and maintain work structures and job strings for client groups, ensure data accuracy for client groups, act as a point of contact for people managers as it relates to various processes including: documents required for new hires, job data changes, data corrections, and separations. Partner with the Disability Management for all leave of absence requests, short term/long term disability, and workers compensation claims. Complete new hire paperwork and assist with new hire onboarding. Strong attention to detail/focus on data validity in all day to day transactions and review of employee records. Work collaboratively with OneSource to maintain in-depth understanding of HR systems, processes, policies and practices. Leverage Oracle knowledge and experience to use data and reporting to support process, procedure and program changes as activities.
HIGH-TOUCH LEADERSHIP COMPETENCIES
The High-Touch Leadership Competencies provide the framework to build and grow the skills, knowledge, and behaviors in each employee to lead from every chair. Everyone is expected to lead in every position. All of the High-Touch Leadership Competencies are important to success. However, in each position there are three competencies that are imperative for job success.
- Aligns and Engages the Team in the Vision: Provides clarity to each team member on their role in achieving
the vision, strategy, and goals.
- Embraces and Initiates Change: Distinguishes what to preserve and what to change. Has the courage to
initiate and lead the changes that drive success.
- Develops Talent and Capabilities: Identifies and cultivates essential skills and attributes to maximize
individual contribution and engagement.
- Builds Collaborative Relationships: Builds relationships based on trust and respect. Promotes the inclusion
of diverse knowledge, skills, and experiences to achieve results.
- Demonstrates Learning Agility: Ability to anticipate change, face reality, draw conclusions, and swiftly
mobilize to adapt to changing needs and demands.
- Strives for Excellence in Execution: Proactively seeks ways to improve personal and organizational
effectiveness to meet current and future business needs. Learns equally from successes and failures.
Minimum Education level: Undergraduate
Minimum Years of Experience:3 years
% Travel Time:
Required Language Proficiency: English
Licenses or Certifications:
Additional Job Specifications (e.g., physical demands, working conditions, equipment/machinery, specific skills, etc.):
Position requires minimum 3 year’s related experience in Human Resources
Knowledge of Oracle HR and/or HR systems is preferred.
Excellent organizational and multi-tasking skills
Knowledge of legal and regulatory factors including relevant employment laws is preferred
Demonstrated ability to lead incident investigations and provide necessary documentation and manage communication with employees, managers and internal stakeholders preferred
Analytic and problem solving skills
Strong interpersonal, communication and employee relations skills
Ability to deal with ambiguity & confidential information
Excellent organizational and multi-tasking skills
Ability to prioritize and manage multiple projects from end to end
High attention to detail
Ability to learn new systems & processes.
Pro-active and responsive
Advanced PowerPoint and Excel skills
Strong ability to work in a very fast-paced environment with shifting priorities
Strong project management
Job: Human Resources
Primary Location: Americas-US-NY-New York
Job Type: Standard
Shift: 1st (Day) Shift
We are an equal opportunity employer. Minorities, women, veterans, and individuals with disabilities are encouraged to apply. Job Number: 186562