The HR Manager for PremiStar is responsible for managing HR programs and initiatives for the corporate employee population and supporting growth through acquisitions. This role will lead talent management processes, support employee relations matters, as well as partner with business leaders and the M&A team to conduct due diligence and drive post-deal HR integration activities for all mergers and acquisitions. Additionally, this role will lead HR Projects focused on transforming the PremiStar HR organization and people first culture including HR best practices, engagement initiatives, and talent management strategies.
Essential Duties and Responsibilities:
The incumbent may be asked to perform other function-related activities in addition to the below mentioned responsibilities as reasonably required by business needs.
HR Business Partner
- Partner with corporate functional leaders to provide coaching and execution of talent management strategies, including performance management, succession planning, and career development initiatives.
- Analyze talent data and provide insights to guide decision-making and improve employee engagement and retention.
- Serve as the primary HR contact for corporate employee relations matters, providing guidance to leaders and employees on policy interpretation, performance concerns, workplace issues, and conflict resolution.
- Conduct thorough and timely investigations into employee complaints, ensuring fair, consistent, and compliant resolution.
- Maintain awareness of HR best practices, employment law changes, and compliance requirements to mitigate organizational risk.
- Partner with VP, Total Rewards to conduct job evaluations and market pricing using survey data to recommend salary ranges and pay adjustments.
M&A Diligence and Integration
- Lead HR due diligence for prospective deals, assessing culture, organizational structure, talent, risks, and alignment with company values.
- Partner with Total Rewards team to assess compensation and benefits programs and develop integration strategy and model cost impact.
- Partner with the M&A team, HRBPs, functional HR leaders, Regional Presidents, and other cross-functional stakeholders (Finance, IT, Operations) to align business needs with HR considerations pre- and post-acquisition.
- Develop and execute comprehensive HR integration plans focused on talent retention, organizational alignment, HR systems/process harmonization, and cultural assimilation.
- Partner with assigned HRBP to create and execute plan to transition the acquired business to assigned HRBP for on-going HR support.
- Conduct cultural assessments to identify synergies and potential misalignments, recommending targeted integration strategies and solutions.
- Collaborate with senior HR leadership to set synergy targets, establish KPIs, and determine resources needed for integration success.
- Create and manage detailed integration project plans, track milestones, mitigate risks, and hold teams accountable for deliverables.
- Serve as the primary HR integration point of contact, ensuring clear communication, alignment of objectives, and escalation of issues as needed.
- Train and coach local HR teams on corporate HR processes, systems, and policies to ensure smooth transitions.
- Provide regular status updates and reporting to Senior Leadership and acquired businesses on integration progress and outcomes.
- Continuously evolve HR diligence and integration playbooks, incorporating lessons learned and industry best practices to improve future transaction execution.
HR Transformation
- Provide leadership and project management to HR Transformation Projects that will help build People First Culture across entire organization (i.e. Talent Management Programs, Engagement Survey, etc.).
- Assist in any HR system implementations or related enhancements.
- Participate in a wide variety of special projects and compile a variety of special reports.
- Ensure clear and strategic communication across all levels of the organization, ensuring alignment between leadership, employees, and HR transformation projects.
- Support the development and maintenance of salary structures, pay bands, and compensation guidelines.
Qualifications:
Education
- Bachelor’s degree preferred. Associates degree required.
- Specific Area of Study: Business Management, Human Resources, Project Management, Leadership, Change Management
Experience:
- 7+ years of progressive HR experience, with a minimum of 3 years in a corporate HR generalist or HR manager role.
- Proven experience managing talent management processes, employee relations, and HR due diligence/integration in M&A.
Skills:
- Strong knowledge of employment laws and HR best practices.
- Exceptional interpersonal, influencing, and relationship-building skills with all levels of the organization.
- Ability to handle sensitive and confidential information with discretion.
- Strong project management skills with the ability to manage multiple priorities in a fast-paced environment.
- Ability to meet tight deadlines, prioritize workload and achieve effective results in a fast-paced, dynamic, growing and often ambiguous environment.
- Proven ability to craft and implement creative HR solutions that drive business results.
- Excellent communications and networking skills (written and verbal) .
- Ability to build strong, trust-based relationships and be a true team player.
- Ability to lead platform wide projects and initiatives from inception through execution across multi-site workforce.
- Ability to work strategically and collaboratively across departments.
- Ability to think critically, problem solve and act flexibly and with agility.
- Ability to apply expertise and technology – specifically Human Capital Management Systems, Excel, and PowerPoint.
- Use technology to achieve organizational goals.
- Ability to travel and work onsite at the acquired companies located throughout the U.S. (50%+).
Physical Demands:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. This position is a sedentary role; however, some filing is required. This would require the ability to lift files, open filing cabinets and bend or stand, as necessary.
Work Environment:
This job operates in both an office and a field environment. Must be able to sit and/or stand for extended periods of time.
Reasonable Accommodation:
Reasonable accommodation will be made to enable individuals with disabilities to perform the essential job functions unless doing so presents an undue hardship on the Company’s business operations.
Other Duties:
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. Employees understand the above job description and agree to comply with and be subject to its conditions. Employee further agrees this job description does not alter his/her at-will employment status. Employees understand the Company reserves the right to delegate, remove, expand or change all responsibilities. Employee acknowledges that he/she can fulfill the above duties with or without reasonable accommodation.
