The Estee Lauder Companies Associate, HR in New York, New York
Brand: Estée Lauder Companies
The HR Associate will be responsible for delivering quality HR support across their function, working closely with functional leaders, managers and employees as well as Employee Services and HR Centers of Excellence.
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: Act as a liaison with the Talent Acquisition team as it relates to open position reporting, headcount control, recruitment, creating job requisitions and posting positions in Taleo.
Performance Management and compensation processes: Support the performance development plan process. Includes assistance with drafting communications to client groups, entering employee information for PDP rating, bonus and IP rating into HR Connect Rewards (compensation system), tracking and maintaining records of PDP forms 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 fiscal and calendar year bonus processes. Promotions and adjustments - Work with recommending managers, finance and compensation leaders to determine 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, and Demonstrate success in managing complex employee relations issues.
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). 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.
Employee Life Cycle Maintenance: Support employees from onboarding, through the employee lifecycle, including promotions, adjustments, lateral changes, ER, leaves, change management, and separations (voluntary and involuntary).
HR Connect Transactions and 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 that are unable to be processed in MSS. Partner with the Disability Management for all leave of absence requests, short term/long term disability, and workers compensation claims. Ensure all data is updated to follow changes to the employee lifecycle. Complete new hire paperwork and conduct onboarding meetings for new employees to ensure a seamless onboarding experience. Strong attention to detail/focus on data validity in all day to day transactions and review of employee records.
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.
- 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: 2 years
% Travel Time:
Required Language Proficiency: English
Licenses or Certifications:
Additional Job Specifications (e.g., physical demands, working conditions, equipment/machinery, specific skills, etc.):
Excellent organizational and multi-tasking skills
Ability to prioritize and manage multiple projects from end to end
General analytic and problem solving skills
High attention to detail
Strong interpersonal communication
Pro-active and responsive
Ability to work in ambiguous circumstances at times
Maintain confidential information
Intermediate Excel experience
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: 190135