Human Resource Generalist - MediaBeacon in Minneapolis, Minnesota at Esko

Date Posted: 4/2/2018

Job Snapshot

Job Description

Job ID: ESK002751

About Us

Esko is the worldwide market leader with software for packaging buyers, designers and manufacturers and hardware products for the packaging, label, sign and display industries. With Headquarters in Gent - Belgium, Esko employs around 1,500 people worldwide. Its global sales and support organization covers Europe, the Americas, Asia/Pacific and Japan.In our factory we produce high-quality cutting tables, which offer an all-round cuttion solution for any application: from sign making, display production, sample making and short to medion rum corrugated production.



Description

Main
Role / Job Objective:



The Human
Resources Generalist will work closely with designated client within Esko to
recommend, implement, and support strategies, solutions, and programs to
enhance the effectiveness of managers and the productivity and engagement of
associates.  The HR Generalist will help optimize working relationships
among teams and leaders; link human resources strategies to business
objectives; ensure compliance with all labor laws and code of conduct policies;
counsel and advise employees and management on a variety of topics related to
human resources and performance management.


Main
responsibilities and key activities

  • Responsible for developing partnerships with management and
    employees to deliver HR value added services.  Assessing, analyzing and proactively
    anticipating HR related needs for responsible region.
  • Regular coach and counsel managers in enhancing their own
    leadership skills, addressing concerns, and improving on opportunities to
    develop high performing work teams.
  • Work with the Financial Controller to align the Resource Plan on a
    monthly basis with the Financial Forecast. Support hiring managers with
    the business case for hiring
  • Work with HR Director to help drive and manage workforce planning
    and headcount management to align strategies with business priorities
  • Complete monthly HR reports and metrics. Analyzes and utilizes
    information to take appropriate measures for improvement should KPI’s
    stray from goals. May create presentations, detailed analysis, and develop
    recommendations for improvement in opportunity areas.
  • Administer various human resources plans
    and procedures for all company associates; implement HR policies and
    procedures; follow standard work in the administration and roll out of all
    HR programs.
  • Guide people leaders through the performance improvement process,
    providing counsel to administer corrective action and conducting lawful
    terminations as needed. Proactively engages with leaders on evaluating,
    coaching and enhancing development plans of associates, evaluating broader
    development needs within the organization and recommending solutions.
  • Protect the interests of employees and the company in accordance
    with company Human Resources policies and governmental laws and
    regulations. Minimizes risk.
  • Comply with all existing governmental and labor legal and
    government reporting requirements including any related to the Equal
    Employment Opportunity (EEO), the Americans With Disabilities Act (ADA),
    the Family and Medical Leave Act, Employee Retirement Income Security Act
    (ERISA), the Department of Labor, and so forth.
  • Consult with regional client leaders/manager on internal movement
    decisions; transfers, promotions, job enhancements and ensures decisions
    are in line with talent and skill gaps, development plans and career pathing.
    Ensures that all movement aligns with company leveling guides and policy.
  • Work with hiring
    manager and leadership to develop detailed on boarding plan for new managers and internal movers.
  • Work with Talent Acquisition
    team to ensure sourcing & selection criteria are driven by the quality
    standard of Job Description and deliver on talent funnel and Succession
    Plan targets
  • Provide
    Talent Acquisition support locally by positing open positions, conducting phone
    interviews, onsite interviews, managing communications with candidates to keep
    individuals informed and engaged throughout the recruitment process.
  • Partner with leaders to improve associate engagement, tracking
    progress on engagement and action planning; track and monitor associate
    turnover, identification of hot spot/watch list areas; and working with
    management to develop effective countermeasures. 
  • Coach and counsel managers in enhancing their own leadership
    skills, addressing concerns, and improving on opportunities to develop
    high performing work teams.
  • Assist leaders and teams with defining and developing engagement
    action planning.
  • Monitor and advise managers and supervisors in the progressive
    discipline system of the company. Monitors the implementation of a
    performance improvement process with non-performing employees.
  • Effectively respond to employee relations issues and conduct
    complex employee relations investigations and consult with managers and legal
    counsel on outcomes and next steps.
  • Support the annual Performance for Growth processes including
    communication, systems knowledge and support, trains new managers on tools
    and process.  Manage performance and objective setting process,
    including assisting associates in creating meaningful, action based
    objectives and delivering appropriate feedback to drive improvement
  • Be a certified trainer who regularly deliver trainings of various
    ongoing Esko and Danaher training programs
  • Deliver effective training and communications on people processes,
    leadership development programs, etc. Facilitate team enhancement and
    intervention methods and tools as needed to support client groups.
  • Supports base and variable pay processes for client groups;
    provides guidance to managers on compensation policies and
    practices.  Provides guidance to managers on job description, job
    leveling and pay recommendations at the time of hire, promotion/enhancement,
    and annual cycles. 
  • Drive
    new hire on-boarding onsite, which includes conducting new hire
    orientation and identifying creative opportunities to improve the new hire
    experience
  • Point of contact for all Workday related
    inquiries. Manage all data in Workday.
  • Apply DBS tools like Kaizen to improve existing processes. Problem
    Solve on those areas which are not reaching expected levels of performance
    through KPI which may include Participate and/or lead other projects,
    processes and tasks as needed.
  • Participate and/or lead
    other projects, processes and tasks as needed.

Job Requirements



Qualifications

Qualifications and professional knowledge:




  • Bachelor Degree in HR or Business Administration or equivalent
    through experience required

  • Master Degree in Human Resources or Business Administration
    preferred

  • Minimum 3 years of relevant experience

  • Certified in Human Resources Management, such as PHR or SPHR /SHRM
    SCP or CP

  • Deep knowledge of local employment laws

  • Deep knowledge of financial and business processes

  • Proven track record in managing core HR processes such as annual
    salary & equity cycle, talent and performance calibration, succession
    planning, skills gap and productivity analysis, resource planning and
    Organizational Development

  • Advance knowledge of Microsoft office tools such as Excel, Word,
    Outlook & PowerPoint.

  • Profound English language skills



Danaher Corporation Overview

Danaher is a global science & technology innovator committed to helping our customers solve complex challenges and improve quality of life worldwide. Our world class brands are leaders in some of the most demanding and attractive industries, including life sciences, medical diagnostics, dental, environmental and applied solutions. Our globally diverse team of 62,000 associates is united by a common culture and operating system, the Danaher Business System, which serves as our competitive advantage. We generated $16.9B in revenue last year. We are ranked #133 on the Fortune 500 and our stock has outperformed the S&P 500 by more than 1,300% over 20 years.

At Danaher, you can build a career in a way no other company can duplicate. Our brands allow us to offer dynamic careers across multiple industries. We’re innovative, fast-paced, results-oriented, and we win. We need talented people to keep winning. Here you’ll learn how DBS is used to shape strategy, focus execution, align our people, and create value for customers and shareholders. Come join our winning team.