KORE1
HR Manager: degree + corp support in the fashion or entertainment industry requi
KORE1, Beverly Hills, California, United States, 90211
HR Manager: degree + corp support in the fashion or entertainment industry required
3 days ago Be among the first 25 applicants
This range is provided by KORE1. Your actual pay will be based on your skills and experience — talk with your recruiter to learn more.
Base pay range $100,000.00/yr - $135,000.00/yr
Direct message the job poster from KORE1
Career Matchmaker / Talent Curator / Solving Staffing Challenges through Workforce Planning THIS ROLE IS FULLY ONSITE IN BEVERLY HILLS, CA
SCHEDULE IS MON - FRI FROM 9 AM TO 6 PM.
THIS IS A TACTICAL ROLE / IT IS NOT STRATEGIC.
KORE1, a nationwide provider of staffing and recruiting solutions, has an immediate opening for an
HR Manager: degree + corp support in the fashion or entertainment industry required
The HR Manager (AKA Senior People & Culture Manager) position is responsible for aligning business objectives with employees and leaders supporting designated client groups. SPCM is responsible for leading, implementing and delivering HR initiatives and will act as a change agent. This role works collaboratively with management to lead strategic people priorities and solutions that accelerate the achievement of business plans through organizational effectiveness.
RESPONSIBILITIES:
Act as a frontline thought partner to dedicated leaders on all aspects of the employee experience: full employee life cycle, talent onboarding, change management, employee engagement initiatives, performance management, career development, employee relations, off-boarding, etc.
Own the employee experience through the implementation of robust organizational onboarding strategies (e.g., stay interviews, check-ins, focus groups, employee engagement surveys) that measure employee satisfaction and morale; analyze results and provide recommendations to management for action plans to improve culture and boost retention rates
Provide day-to-day performance management guidance to leadership (e.g., coaching, counseling, career development, disciplinary actions); work closely with management and employees to improve work relationships, build morale, and increase productivity and retention
Facilitate compliance-based training locally to new and emerging leaders to help navigate the legal landscape of becoming a leader and proactively mitigate risk (e.g., wage and hour, coaching/counseling, IP/ADA process, LOA administration, investigations, and offboarding)
Partner with dedicated client groups to consult and administer the LOA and IP/ADA process from beginning to end, in close partnership with internal team and local management
Plan, coordinate and execute employee engagement initiatives and activities that foster a positive workplace culture and enhance employee morale.
Assist in the facilitation of annual open enrollment for Company benefit plans; provide field assistance to employees with questions or concerns related to benefit programs; liaison between benefits team for complex inquiries
Interpret human resources policy to local management; ensure regulatory compliance with legal requirements pertinent to the day-to-day management of dedicated client groups in collaboration with Sr. HR Leadership
Interacts effectively, professionally, confidentially, and diplomatically in all employee relations, always projecting a professional image in keeping with Company goals and objectives while exercising the highest degree of confidentiality and professionalism
Maintain a high degree of professionalism while interfacing with all levels of the organization as a primary point of contact for the team
ROLE REQUIREMENTS
A bachelor's degree required; MBA or master's in industrial relations or human resources management is preferred
SHRM Certified Professional (SHRM-CP) or Professional Human Resources (PHR) credentials are highly desirable
Experience supporting corporate in the fashion or entertainment industry is required.
5-10+ years of Human Resource experience (hands-on / tactical) with no more than 2-3 years of HR manager or Sr. Manager experience. We are NOT looking for an HR director or someone looking to drive HR strategy, but instead a practitioner to help execute on strategy
Full employee life cycle experience from talent onboarding, change management, employee engagement initiatives, performance management, career development, employee relations, off-boarding, etc.
Experience providing day-to-day performance management guidance to leadership (e.g., coaching, counseling, career development, disciplinary actions); working closely with management and employees to improve work relationships, build morale, and increase productivity and retention
Experience facilitating compliance-based training locally to new and emerging leaders to help navigate the legal landscape of becoming a leader and proactively mitigate risk (e.g., wage and hour, coaching/counseling, IP/ADA process, LOA administration, investigations, and offboarding)
Experience partnering with dedicated client groups to consult and administer the LOA and IP/ADA process from beginning to end, in close partnership with the internal team and local management
Experience in planning, coordinating, and executing employee engagement initiatives and activities that foster a positive workplace culture and enhance employee morale.
Experience assisting in the facilitation of annual open enrollment for Company benefit plans; providing field assistance to employees with questions or concerns related to benefit programs; liaison between the benefits team for complex inquiries
Experience in interpreting human resources policy to local management; ensuring regulatory compliance with legal requirements pertinent to the day-to-day management of dedicated client groups in collaboration with Sr. HR Leadership
Strong understanding of Human Resources concepts, practices, programs, and methodologies
Strong ability to work as a team with a result-driven approach in a fast-paced environment
Self-driven, analytical thinker with effective organizational and planning skills
Maintain a high degree of professionalism while interfacing with all levels of the organization as a primary point of contact for the team
Excellent communication skills, both verbal and written
Schedule of this position: Monday – Friday | Core Business Hours (typically, 9:00 am to 6:00 pm) | Onsite
FUNCTIONAL COMPETENCIES
Candidates must perform at the appropriate level for the organization's core competencies and leadership competencies (if applicable).
Competencies: Problem Solving/Analysis, Data Driven, Critical Thinking, Relationship-building Skills, Communication Proficiency, Decision Making, Resourcefulness, Interpersonal Skills, Leadership Coaching skills
Compensation depends on experience but is typically $120-135K (flat / no bonus)
Seniority level Mid-Senior level
Employment type Full-time
Job function Human Resources
Industries Retail Apparel and Fashion and Fashion Accessories Manufacturing
Referrals increase your chances of interviewing at KORE1 by 2x
#J-18808-Ljbffr
This range is provided by KORE1. Your actual pay will be based on your skills and experience — talk with your recruiter to learn more.
Base pay range $100,000.00/yr - $135,000.00/yr
Direct message the job poster from KORE1
Career Matchmaker / Talent Curator / Solving Staffing Challenges through Workforce Planning THIS ROLE IS FULLY ONSITE IN BEVERLY HILLS, CA
SCHEDULE IS MON - FRI FROM 9 AM TO 6 PM.
THIS IS A TACTICAL ROLE / IT IS NOT STRATEGIC.
KORE1, a nationwide provider of staffing and recruiting solutions, has an immediate opening for an
HR Manager: degree + corp support in the fashion or entertainment industry required
The HR Manager (AKA Senior People & Culture Manager) position is responsible for aligning business objectives with employees and leaders supporting designated client groups. SPCM is responsible for leading, implementing and delivering HR initiatives and will act as a change agent. This role works collaboratively with management to lead strategic people priorities and solutions that accelerate the achievement of business plans through organizational effectiveness.
RESPONSIBILITIES:
Act as a frontline thought partner to dedicated leaders on all aspects of the employee experience: full employee life cycle, talent onboarding, change management, employee engagement initiatives, performance management, career development, employee relations, off-boarding, etc.
Own the employee experience through the implementation of robust organizational onboarding strategies (e.g., stay interviews, check-ins, focus groups, employee engagement surveys) that measure employee satisfaction and morale; analyze results and provide recommendations to management for action plans to improve culture and boost retention rates
Provide day-to-day performance management guidance to leadership (e.g., coaching, counseling, career development, disciplinary actions); work closely with management and employees to improve work relationships, build morale, and increase productivity and retention
Facilitate compliance-based training locally to new and emerging leaders to help navigate the legal landscape of becoming a leader and proactively mitigate risk (e.g., wage and hour, coaching/counseling, IP/ADA process, LOA administration, investigations, and offboarding)
Partner with dedicated client groups to consult and administer the LOA and IP/ADA process from beginning to end, in close partnership with internal team and local management
Plan, coordinate and execute employee engagement initiatives and activities that foster a positive workplace culture and enhance employee morale.
Assist in the facilitation of annual open enrollment for Company benefit plans; provide field assistance to employees with questions or concerns related to benefit programs; liaison between benefits team for complex inquiries
Interpret human resources policy to local management; ensure regulatory compliance with legal requirements pertinent to the day-to-day management of dedicated client groups in collaboration with Sr. HR Leadership
Interacts effectively, professionally, confidentially, and diplomatically in all employee relations, always projecting a professional image in keeping with Company goals and objectives while exercising the highest degree of confidentiality and professionalism
Maintain a high degree of professionalism while interfacing with all levels of the organization as a primary point of contact for the team
ROLE REQUIREMENTS
A bachelor's degree required; MBA or master's in industrial relations or human resources management is preferred
SHRM Certified Professional (SHRM-CP) or Professional Human Resources (PHR) credentials are highly desirable
Experience supporting corporate in the fashion or entertainment industry is required.
5-10+ years of Human Resource experience (hands-on / tactical) with no more than 2-3 years of HR manager or Sr. Manager experience. We are NOT looking for an HR director or someone looking to drive HR strategy, but instead a practitioner to help execute on strategy
Full employee life cycle experience from talent onboarding, change management, employee engagement initiatives, performance management, career development, employee relations, off-boarding, etc.
Experience providing day-to-day performance management guidance to leadership (e.g., coaching, counseling, career development, disciplinary actions); working closely with management and employees to improve work relationships, build morale, and increase productivity and retention
Experience facilitating compliance-based training locally to new and emerging leaders to help navigate the legal landscape of becoming a leader and proactively mitigate risk (e.g., wage and hour, coaching/counseling, IP/ADA process, LOA administration, investigations, and offboarding)
Experience partnering with dedicated client groups to consult and administer the LOA and IP/ADA process from beginning to end, in close partnership with the internal team and local management
Experience in planning, coordinating, and executing employee engagement initiatives and activities that foster a positive workplace culture and enhance employee morale.
Experience assisting in the facilitation of annual open enrollment for Company benefit plans; providing field assistance to employees with questions or concerns related to benefit programs; liaison between the benefits team for complex inquiries
Experience in interpreting human resources policy to local management; ensuring regulatory compliance with legal requirements pertinent to the day-to-day management of dedicated client groups in collaboration with Sr. HR Leadership
Strong understanding of Human Resources concepts, practices, programs, and methodologies
Strong ability to work as a team with a result-driven approach in a fast-paced environment
Self-driven, analytical thinker with effective organizational and planning skills
Maintain a high degree of professionalism while interfacing with all levels of the organization as a primary point of contact for the team
Excellent communication skills, both verbal and written
Schedule of this position: Monday – Friday | Core Business Hours (typically, 9:00 am to 6:00 pm) | Onsite
FUNCTIONAL COMPETENCIES
Candidates must perform at the appropriate level for the organization's core competencies and leadership competencies (if applicable).
Competencies: Problem Solving/Analysis, Data Driven, Critical Thinking, Relationship-building Skills, Communication Proficiency, Decision Making, Resourcefulness, Interpersonal Skills, Leadership Coaching skills
Compensation depends on experience but is typically $120-135K (flat / no bonus)
Seniority level Mid-Senior level
Employment type Full-time
Job function Human Resources
Industries Retail Apparel and Fashion and Fashion Accessories Manufacturing
Referrals increase your chances of interviewing at KORE1 by 2x
#J-18808-Ljbffr