HR Business Partner
We are an entrepreneurial integrated communications agency that has gone from start-up to multi-national in twenty years. We have entered the world’s top 30 agencies and have ambition to break the top ten by 2020. We have over 25 offices, 550 employees and revenues of $64m and rising. Our success is due to a combination of organic growth and strategic acquisitions and is reflected in being named PRCA’s International Agency of the Year for 2015.
Central to our growth has been our policy of reinvestment, with the majority of profits returning to the company to propel development. What makes us different is that, not only are we independent, but we are 100% employee-owned.
As we rapidly scale the business, our challenge is not to lose any of our character. We must establish a clear and visible brand in the marketplace. We must be seen as entrepreneurial, agile, creative, credible and professional. We believe that we are on the cusp of something truly remarkable in our industry.
Purpose of the role
As a strategic business partner, the HR Business Partner, US, will provide effective and efficient HR support to the region, delivering a high level of service and advice consistent with company and legal requirements. The focus of the role is employee relations - especially culture/team building programs, training and development; and senior recruitment. The role also involves performance management, benefits administration and compliance.
Key responsibilities and tasks
- Build partnerships with the US senior leadership team and line managers to become a trusted adviser in supporting employee relations including performance evaluation and training, and recruiting.
- Form and maintain strong relationships with the wider stakeholders; be a primary point of contact for all West Coast HR enquiries, responding quickly and with sound advice/guidance
- Regularly communicate and knowledge share with the global HR team, ensuring consistency of activity.
- Take the lead on conceiving and implementing HR programs and initiatives to drive greater employee engagement: i.e. team building activities, training, community service programs, etc.
- Champion international experiences, i.e. secondments and transfers, and manage employee mobility e.g. research into visas, applications for visas etc.
- Working with the US HR Director, manage the professional development programs (appraisal program, international moves/experiences, training requirements, etc.)
- Provide guidance to line managers on the performance management process
- Be an effective HR counsel to the region, providing sound advice and guidance; address employee questions on policies and HR programs. Coach and support line managers in managing all employee relations issues, intervening and steering in the appropriate direction taking into account policies, law, best practice and precedent
- Maintain local knowledge on industry compensation and best practices
- Carry out exit interviews and provide regular feedback on the findings, making recommendations on areas to be addressed or improved
- Update the team on any new and applicable employment laws and update policies and/or procedure as relevant based on new laws
- In the rare cases of potential employee litigation, work with outside legal counsel and senior management to resolve cases quickly, fairly and equitably.
- Working with the HR Director, review regional training. Recommend, design and implement a training program for the region
- Manage and drive the training roll out, taking and analyzing feedback to ensure effectiveness, making changes where necessary
- Conceive and deliver (with the HR team) training workshops to enhance people management skills.
Recruitment and selection
- Define the senior recruitment needs and briefs; and produce the job descriptions
- Maintain an on-going talent map for senior (VP and above) PR and digital professionals: build a pipeline of potential candidates
- Manage the recruitment process for senior candidates from drafting the job spec, screening and first interview through to offer/acceptance and reference taking
- Conduct first interviews and provide full de-briefs on candidates progressing to second stage
- Effectively use LEWIS recruitment channels to post job adverts, managing applicant response
- Use professional networking channels, i.e. LinkedIn, to source potential candidates and develop/expand your own network for recommendations.
- As required, assist in administration of benefits programs such as life, health, dental and disability insurances, PTO, leaves of absence, and employee assistance.
Reporting and analysis
- Analyze trends and metrics to make recommendations accordingly; compile reports as required
- Day-to-day, ad hoc and project administration; ensure record keeping is complete, up to date, accurate.
- Contribute to the continuous improvement of HR systems, policies and practices, ensuring they underpin our company culture
- Promote and help nurture an excellent culture and be an ambassador for the LEWIS brand
- Regularly attend LEWIS training sessions and pitch rehearsals to enhance skills and develop knowledge of the business and an understanding of PR and digital marketing.
- 5-7 years of experience necessary
- Strong HR generalist skill set – ideal if gained within an international company which is fast moving, dynamic and creative e.g. PR, digital, advertising, marketing, broadcast
- Ability to work well with senior stakeholders and influence and guide their decisions
- Experience of designing and rolling-out culture/team building programs and training programs
- Enjoy recruitment and experience of recruiting senior professionals
- Well versed in managing a wide variety of employee relations issues
- Sound knowledge, understanding and practical application of employment law
- Collaborative self-starter with tons of initiative; goal driven
- Creative thinking “outside the box” to provide solutions and solve problems
- Excellent presentation, written and verbal communication skills
- Experience of using an HR system
- Well organized; ability to prioritize; attention to detail; a pragmatic approach
- Energetic, confident, charismatic - a credible team player
- Bachelor’s degree in Human Resources, Business Administration, or a related field
- Professional certification preferred: PHR, SPHR, SHRM-CP, SHRM-SCP, or sHRBP.
Key internal contacts
- HR Director, US (Boston) – line manager
- Senior Talent Executive (San Francisco)
- HR Coordinator (Boston)
- Chief of Staff (London)
- EVP US (San Francisco)
- SVPs and VPs (San Francisco, San Diego, Boston, Washington)
- Business unit leaders (Directors) (San Francisco, San Diego)
- Director of Finance (San Francisco)
This job description is not intended to be an exhaustive list of the responsibilities for this role. Other responsibilities may be added from time to time.