HR CONSULTANT SENIOR

Location: Crum Lynne, PA 19022 Status: Full Time, Employee Job Category: Human Resources Relevant Work Experience: 7+ to 10 Years Career Level: Experienced (Non-Manager) Education Level: Bachelor's Degree Job Description Join our team of over 4,100 associates worldwide and make a difference.For more than 30 years, TransUnion has been the credit information provider customers trust to deliver accurate and reliable financial data to support growing economies.  Today, we provide valuable business intelligence to customers around the globe.This is the highest level within the generalist family and is regarded as a subject matter expert of both the HR discipline along with an intricate understanding of the organization, its specific business units, and its industry.  The primary focus of this job is supporting the most critical and complex business units, projects, or needs of the organization while being viewed as a mentor for members within its group or a vital resource for colleagues within or outside of the business unit. In addition, this job consults with associates and management, or consults with HR internal and external customers, on the implementation and interpretation of critical HR policies and procedures, and identifies critical modifications or changes in policies and procedures necessary to meet the evolving needs of the organization.  It also plans and implements the execution of major programs that affect or impact the entire organization.  Finally, this position may be assigned to fill-in for other generalists with extended absences.  Duties & Responsibilities 1. Meets business unit executives and managers throughout the organization to develop a thorough understanding of them and the Human Resource issues in areas such as employment, counseling, compensation, affirmative action, and training associated within them.  Assimilates information to try finding similar trends between them.  Communicates these trends into objectives that addressed more individually by the HR Generalist who specifically support the business unit.  2. Independently counsels managers at all levels of the organization on issues related to Human Resource policies, procedures, and/or programs to educate them on the usage, interpretation, and consistent application throughout the organization.  Meets with corporate or field associates to understand and assist on critical employee relation issues.  Interprets and analyzes various organizational scenarios and is able to quickly provide alternative solutions based on previous work experience or research on organizational or governmental policies and procedures.  Is also able to quickly determine the variety of resources available within the organization that can provide additional background or assistance to the scenario.  May provide support to other business units when staffing resources warrant it.  Is able to quickly provide relevant and useful information on HR issues, policies, and practices as a way to educate business unit executives and managers on the usage of existing policies and procedures, (i.e., benefits, organizational development, compensation, international, etc.).  Recommends process improvements related to procedures, training, and tools for the assigned business unit or within HR as necessary. May assist in the set up of new HR programs. 3. Serves as a mentor to other associates within the department by providing background information or assistance to the organization or on specific HR issues. 4. Serves on critical or significant projects the have an impact on the organization rather then just the assigned business unit.  Actively participates in developing, planning, and overseeing new ASMD programs. 5. Supports company strategies by proactively identifying and planning the necessary steps for implementation. Has developed skills to assess the impact of various scenarios and the ability to make effective decisions as a result of them.  Effectively utilizes all available resources when developing alternative solutions for implementation.  Secures commitments and resources from senior management to support objectives through persuasive communication. 6. Responsible for developing overall implementation strategies for a new or change HR policies and procedures to ensure the most effective communication to associates and to ensure compliance to various legal issues.  Has the ability to effectively analyze policy changes and determine their overall impact to the organization.  Oversees the implementation of a major ASMD policy to ensure equitable application of policy and procedures. 7. Serves as primary HR contact during all stages of an acquisition process. 8. Conducts and may design stand-up (classroom) training on particular HR issues for the department or the one assigned to support with the intent of informing customers on new or changed issues or when trying to produce a change in behavior.  May train or serve as a mentor for other HR generalists. 9. May represent the organization externally at various functions, (i.e., open houses, professional organizations, unemployment hearings).  Reviews, evaluates, negotiates and maintains relationships with outside vendors.  Consults with legal counsel on issues of high exposure. 10. May be responsible to developing documentation on specific HR issues, procedure, or programs.11. Performs other related duties as assigned. The duties and responsibilities described above are the essential functions of the job.  The qualifications below are representative of the knowledge, skills, and/or abilities required.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.This position requires a college degree or the equivalent experience and 7+ years progressively responsible Human Resources experience.  Ability to work independently and be self-directed.  Excellent communication skills.Ability to interpret organizational and governmental guidelines and laws.  Researches and recommends HR philosophies, policies, and/or procedures as they relate to the services and programs implemented within the organization.  Is viewed as having a comprehensive understanding of HR issues and well-developed understanding of the organization, as well as the specific business unit within it.  Understands a variety of software applications, in addition the HR and Payroll information systems, and how they interface in order to manipulate data.  Identifies and improves multiple intra departmental processes that have multiple steps.Demonstrates business knowledge and insight that goes beyond the assigned business unit area, but encompasses that of others ones as well as the organizational.  Has the ability to recommend solutions based on past experience and best practices found through research.  Has comprehensive knowledge of various legal issues as they impact HR and employee relations.  Aggressively pursues objectives, identifies problems and recommends HR department goals.  Knows the market and organization and can interpret the implications that may impact the organization.  Applies key financial indicators and other internal measures to effectively impact the bottom line.  Works with internal or external customers on solving business issues.Evaluates and establishes processes for preventing and eliminating problems/inefficiencies that are cross-functional.  Able to bring a visionary or abstract idea to fruition.  Able to comprehend and identify cross-functional opportunities.  Uses deductive thinking to resolve complex problems with ambiguous or incomplete information.  Identifies and assists in the development of comprehensive procedures that have cross-functional impact.  Creates game plans for cross-functional projects and aggressively drives them to completion.  Reviews options and/or approaches when needed.  Acts decisively to support HR goals.  Keeps abreast of industry and legal changes and teaches and coaches less experienced staff.Identifies, develops and maintains an active network of diverse colleagues throughout the organization in order to accomplish work and sell new ideas.  Facilitates consensus, uncovers and resolves conflict around HR policies/procedures.  These are ongoing, sustainable relationships in order to show the value of the HR function to the organization.  Provides subject matter expertise of the HR field and organization when providing advice and direction.  Can provide interpretation of policies outside subject matter scope.  Integrates 'best practice' approaches to HR programs and services.  Develops cross-functional communications.Displays control and flexibility in ambiguous or stressful situations within HR and other areas.  Maintains a positive outlook with focused demeanor.  Encourages others to reach goals and aids them in overcoming obstacles.  Understands the confidential nature of information processed in the department and discusses issues on a need-to-know basis only.  Occasional and unexpected travel may be required.TransUnion is an Equal Opportunity/Affirmative Action Employer; M/F/D/V.  TransUnion values the advantages gained from a diverse workforce.Apply today: https://careers.transunion.com/psc/HC89/EMPLOYEE/HRMS/c/HRS_HRAM.HRS_CE.GBL?Page=HRS_CE_JOB_DTL&Action=A&JobOpeningId=3924&SiteId=3 Visit transunion.com At TransUnion, opportunity isn't simply something we offer clients. We understand our associates want the rewards and satisfaction that come with new career opportunities. We're always looking for talented people with insights that can make a difference to our clients. We recognize the power of employing the best - those who want to make an impact. It's what has made us an industry leader in credit and information management for more than 30 years. Whether you are looking for your first position in the corporate world, or searching for your next management role, explore the opportunities we have to energize your career.