Sr. HR Generalist

Provides HR Generalist support to designated functional area(s).  Reports directly to Sr. HR Manager (with dotted line reporting relationship to VP’s for the functional area) and is an embedded member of the assigned functional group.  Responsible to lead and support all key HR functional areas within assigned group, to include compensation analysis, recruiting and selection, development, employee relations, legal compliance, performance management, etc.  As part of the extended HR organization, plays vital role within the business as an extension of the corporate HR team in support of the business.  Expected to manage effectively within a complex environment where dealing with some level of ambiguity is required.  Regularly interacts with management or senior management levels on matters concerning functional area(s).  Requires the ability to change the thinking of or gain acceptance of others in sensitive situations.

 ESSENTIAL FUNCTIONS: 

Thorough knowledge and demonstrated experience in all key HR areas.  Specific focus on organizational development, recruiting and selection, development, succession planning, employee relations & performance management, compensation, and communications:

 Recruiting & Selection

· Partners with the hiring managers and corporate/functional human resources to identify and select key talent.  In tandem with the Corporate Recruiter, works with hiring managers to initiate the job requisition, determine the recruiting strategy, identify interview competencies, questions, panel and pull together interview team to establish consensus.  Compiles interview selection data such as interview responses/notes, reference checks, assessment profiles and background checks and reviews with hiring manager to determine next steps.

· Works with hiring manager and corporate/functional human resources to determine compensation to ensure alignment with policies and practices.

· Completes offer letter and partners with hiring manager to ensure all logistics associated with new hires are initiated including relocation, office space, network/computer/badge access, start date, and all other new hire logistics.

· Coordinates the immigration process with company’s immigration attorneys.

· Provides training and coaching on recruiting and selection process.  Partners with corporate/functional human resources to identify improvements to the process and implement efficiencies.

 Succession Planning

· Ensures that succession plan is reviewed prior to beginning the recruiting and selection process and considers internal talent relevant to the succession plan.  Identifies gaps in the succession plans and partners with hiring manager to formulate a plan.

 Job Evaluation & Market Analysis

· Works with leadership on defining job scope changes or newly created positions within the organization.  Researches and compiles market data for compensation analysis in support of newly created positions and equity/parity concerns.  Prepares preliminary recommendations for salary ranges and compensation levels. Partners with Corporate HR to gain final approvals on job evaluations, compensation analysis and recommendations for equity adjustments.  Assists with the completion of salary surveys to maintain market competitiveness.

 Employee Development

· Works with employees and leadership to address questions about tuition reimbursement, training, and other developmental opportunities. Monitors and tracks progress with respect to the completion of education and training development plans.

 Performance Management

· Provides guidance to managers and employees on employee relations issues.

· Investigates employee complaints, recommends solutions and appropriate forums for disciplinary action to ensure compliance with legislation, policies, procedure, and practices.

· Conducts exit interviews and compiles statistical reports and information with respect to turnover and other data points.

· Delivers training on creating and delivering employee counseling notices/performance reviews.

 

Leave of Absence 

· Administers the leave of absence program to guarantee compliance with both federal and state laws. Responds to disability accommodation requests to ensure ADA compliance.

 

Training

· Continue to reinforce Leadership Training and assist with the roll-out of the Cultural Beliefs training.

· Deliver other training necessary including but not limited to :

o  Recruiting Process / Tools & Methodology

o  Employee Relations (Investigations, documentation, delivering feedback/counseling/reviews, leave of absences, etc.)

o  Diversity/FMP/Sexual Harassment

 

Organizational Development

· Works with management to identify current and future organizational needs/structure and works within Corporate Human Resources to ensure alignment within company.

 

May perform other duties as required or assigned.

 

MINIMUM QUALIFICATIONS:

 

Formal Training/Education:

· Bachelor’s degree and/or equivalent experience.  PHR preferred.

 

Experience:

· Minimum 5 years experience in human resources generalist capacity and/or equivalent experience in other human resources discipline.  Preferably in recruiting/selection and employee relations.

 

Knowledge, Skills and Abilities:

· Must be a self-starter with high energy, capable of functioning in a fast-paced, change-oriented environment.

· Must possess strong interpersonal, communication and listening skills

· Proficiency with Microsoft Word, Excel, Outlook and PowerPoint.

·  Solid understanding of federal, state and local equal opportunity laws and regulations.

·  Effective presentation and interpersonal skills.

·  Solid verbal and written communication skills

·  Knowledge and use of HRIS databases such as Oracle a plus

 

To be considered for the position you must register at https://careers.ventanamed.com

 

Ventana Medical Systems, Inc.
1910 Innovation Park Drive

Tucson, AZ 85755

Ventana is an equal opportunity employer. M/F/D/V