- Study and understand the end-to-end employee experience journey and listen to identify pain points where improvement is required while also identifying points of engagement that should be amplified within the client group
- Work closely with plant leaders and managers to identify and resolve a variety of organizational, leadership, employee relations, development, and staffing issues, and lead the day-to-day HR
- Guide leaders/managers through people planning and talent management practices (recruitment, retention, workforce planning, performance management, talent review/succession planning, development, compensation planning, etc.);
- Ensure consistent application of human resources and employee relations policies, practices, and procedures
- Coach and mentor employees and people leaders in matters related to performance, career development, DE&I challenges, and employee relations matters
- Bachelor's degree or 4 years of professional work experience
- Human resources experience, including experience in at least two HR functional areas (e.g., recruiting, employee relations, benefits, etc.)
- At least 5 years of HR experience, preferably in a manufacturing environment
- Demonstrated leadership experience and business acumen required
- A thorough understanding of human resources philosophies, practices, and business needs are essential to this position.
- Extensive experience in deploying actions across the disciplines of talent management, organizational development/effectiveness and hr business partnering
- Proven track record of providing counsel to client groups and employees
- Ability to support leaders through a variety of talent planning processes including performance management, calibrations, compensation planning, executive coaching, employee relations, organizational design etc.
- Experience in providing input to policies, procedures and programs that drive engagement, equity, inclusion, and retention of talent.
- Experience managing a team of early-in-career professionals
- Excellent consulting, listening and communication skills (e.g., writing, oral, presentations, storytelling, and data visualization), demonstrated with the ability to establish working relationships at all levels of the client organization
- Creative thinker who tackles obstacles as opportunities for innovation and thoughtful risk-taking
- A team player who thrives in a highly collaborative environment and who can work with a total business first (vs. divisional) mindset
- Consistently models leadership behaviors expected to be demonstrated in the business
- This is an on-site position that may require schedule flexibility to support portions of off-shifts on an occasional basis, aligned with EX and leadership team priorities.
- About Leavenworth, KS: The "First City of Kansas," Leavenworth is filled with historical landmarks as well as and new-age treasures. Just 45-minutes west of downtown KC, this welcoming community is home to dozens of local and veteran-owned shops and restaurants, more than 20 major festivals and events, beautiful wineries, parks and much more.
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HR Generalist - Leavenworth, United States - Hallmark
Description
WHO WE AREThe Employee Experience team within the Hallmark Global (HG) business is focused on fostering a thriving culture, engaged and high performing organization, elevated thinking and leadership, a more productive and agile workforce, all which translate to a more profitable business.
WHAT YOUR ROLE ENTAILS AND HOW YOU'LL CONTRIBUTE
As a "boots on the ground" HR Generalist, you will support plant leaders in deploying and localizing all culture, organization, and people/talent initiatives with the purpose of creating engagement and retention of our employees while helping the business meet short and long-term business objectives.
In this position, you will:
You must show how you meet the basic qualifications in a resume or document you upload, or by completing the work experience and education application fields. Accepted file types are DOCX and PDF.
In compliance with the Immigration Reform and Control Act of 1986, Hallmark Cards, Inc. and its subsidiary companies will hire only individuals lawfully authorized to work in the United States. Hallmark does not generally provide sponsorship for employment.
Employment by Hallmark is contingent upon the signing of the Employment Agreement, signing of an agreement to arbitrate in connection with the Hallmark Dispute Resolution Program, completing Form I-9 Employment Eligibility Verification, passing the urinalysis drug screen, education verification and satisfactory reference and background checks.
Hallmark is an equal opportunity employer. All qualified applicants will be considered for employment without regard to race, color, religion, sex, age, pregnancy, national origin, physical or mental disability, genetics, sexual orientation, gender identity, veteran status, or any other legally-protected status. Principals only please.
HALLMARK - Because Connecting With Each Other Has Never Been More Important
For more than a century, Hallmark has been bringing people together and improving the relationships that matter most. That's why millions of people all over the world connect with the Hallmark brand. It has always been a mission so much bigger than any one of us who work here.
Today, we need empathetic learners, strategic thinkers, and enthusiastic visionaries with diverse experiences and skills to help us create the rest of Hallmark's second century as we shift to a more digitally savvy, unified approach that combines the best of brick-and-mortar retail with the efficiency of dot-com spaces. Help us imagine what our next hundred years could look like
When you join Hallmark, we will go out of our way to make you feel like part of the team, even in a remote/hybrid work environment. In the day-to-day, we'll make the best use of the skills and talents you already have. We'll also give you leadership opportunities and show you multiple potential pathways to future success.
Our culture of care for our consumers and for one another shows in the way we embrace different backgrounds, identities, and working styles, deliberately seeking out ways to be more inclusive both internally among our work groups and externally through the things we make and sell to our retail partners and consumers. We believe that a broadly inclusive, equitable approach is also our best path to future success. We're seeking out those who can bring a fresh perspective to our business and would love your input as someone new to our team We can only change and grow when we intentionally include new perspectives-like yours.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR c)
