US Manager, People and Culture

Employment Lifecycle Implementation

• Manage and oversee recruitments. Assist managers in development and review of job descriptions, advertise, short-list candidates and schedule and participate in interviews.
• Conduct references and background checks for all new hires.
• Work with the Senior Manager, People and Culture and line managers to recommend and negotiate compensation.
• Ensure timely generation of employment offers to successful applicants.
• Onboard all newly hired staff to AWF practices and culture and ensure completion of all hiring paperwork.
• Ensure probationary review timelines are adhered to in accordance to AWF’s and state and federal laws.
• Administer employee benefit programs and participate in the benefits program renewals.
• Coordinate annual review and (as needed) rebid of benefits plans with vendors. Serve as point person for benefit related questions.
• Provide guidance to the staff on all matters related to performance management and assist in the implementation of a Performance Management process and ensure that this tool is incorporated in day-to-day management practices.
• Promote learning and development by providing coaching and guidance for employees and managers. Ensure any learning gaps are incorporated into AWF’s development plans.
• Coordinate staff meetings, other periodic training events and management of Internships.
• Periodically check in with, Directors, Managers and other supervisors to proactively deliver HR services and provide support and specialized technical advisory to all levels.
• Coordinate separations, both voluntary and involuntary and advise management on legal related matters.

Payroll Management

• Collaborate with the Accountant to ensure timely processing of the payroll.
• Work with the Compliance department and the Accountant to ensure statutory compliance with all applicable labor laws and provide input on legal statutory compliance where applicable.
• Provide support to the payroll process by providing relevant information on staff changes and providing input on legal statutory compliance where applicable.
• Risk management
• Follow up on HR elements of the management review processes and HR audits.
• Provide advisory and guidance in the management and resolution of complex employee relations issues to reduce legal risks and ensure regulatory compliance.
• Develop tools and checklists to support the monitoring of compliance in accordance with the relevant policies.
• Identify possible risks and reports these to the relevant Divisions in liaison with your supervisor.
• Drive the accurate and timely compliance with HR policies and procedures.
• Ensure that relevant authorities are informed or liaised with in a timely manner to ensure compliance with all statutory requirements including but not limited to tax, immigration issues and employee relations issues.

Workflow coordination

• Responsible for the day-to-day operations of all HR functions.
• Ensure that all employee relations issues are collected, logged and addressed in a timely a manner, escalating to the Senior Manager, People and Culture as needed.
• Generate monthly HR status reports.

Knowledge Management

• Responsible for the maintenance of the HRIS system (UKG), monitoring usage and ensuring quality control over data contained within. Ensure that all employee databases (Unanet, SharePoint, payroll, accounting, etc.) are reconciled regularly to the HRIS data. Also assist in the provision of HR metrics and ensure all reporting requirements are met.
• Ensure staff are well versed with the AWF NAVEX reporting tool.
• Ensure that policies and related information are accessible and signed off by staff on an ongoing basis.
• Ensure that all legal documents, benefits policies, summaries and schedules are regularly reviewed, updated and made available to staff.

Culture

• Participate in the design and implementation of programs for full employee engagement and participation.
• Support in the roll out and promotion of AWF’s values, principles and culture within and outside of AWF.
• Participate and implement initiatives to identify and improve business processes.
• Contribute to the change management initiatives.

Other

• Participate in any other relevant initiatives and projects as may be requested by line manager.
• Strong background in DEI initiatives.

Requirements and Skills

• Bachelor’s Degree in Human Resources Management or related field
• Must have at least 6+ years of HR Generalist/HR Business Partner experience, global experience strongly preferred.
• Must have experience working with senior leadership, offering Strategic Business Partner support.
• Must be available, with periodic walk-throughs and the facilitation of employee forums•
• Experience with UKG or similar HRIS is crucial.
• Strong analytical, presentation and interpersonal skills.
• Expert in state and federal laws. Knowledge and understanding of relevant country labour laws/ regulations.
• High levels of flexibility and Emotional Intelligence.
• Demonstrated track record for applying new processes, tools and technology in a way that measurably improves business performance.
• Ability to manage priorities in a fast-paced environment with the ability to manage sensitive and confidential matters with the highest level of professional.
• Problem resolution & conflict management skills.
• Keeps abreast and is aware of people best practice, including awareness of best practice in adapting to the new ways of working.
• Organizational skills and Project management skills, a strong advantage.
• Orientation to team-based work and coordination when dealing with others cross-functionally and with leaders.

Apply here.