Job Summary:
The primary functions of this position include identifying, evaluating and acting on human resource, compensation, benefits, and/or international assignment issues of importance to Sapient's business and people, and managing the day-to-day functioning of a People Strategy team or project team.
The Senior Manager, People Strategy works under the supervision of a Director, People Strategy or a Business Unit Lead.
In performing the essential functions of this role, the work environment is fast-paced, moderately noisy and team-based. Additionally, occasional travel may be required.
Job Title:
Senior Manager, People Strategy
Responsibilities:
Team Leadership & Management
Works with senior leadership to ensure consistent people processes and practices across the company
Manages and leads local people strategy team or a project team, coaching them on Sapient initiatives and the body of human resources knowledge
If appropriate, serves as a member of the leadership team at a local, BU, or other organizational unit level
Creates localized vision and point of view for people strategy that is consistent with the greater People Strategy Organization
Activity participates in interviewing and selecting new members of People Strategy team
People Processes
Drives all people-related initiatives and programs affecting a location or business unit (or other organizational unit)
Ensures all records, personnel transactions, etc. for area of responsibility are maintained timely and accurately (such as hires, promotions, transfers, performance reviews and terminations, and employee statistics for government reporting)
Drives the administration of people processes such as performance review and compensation
Partners with other members of the PSO to develop and implement policies, procedures, and practices surrounding people processes that represent innovative, best practices for the company
Investigates incidents and takes appropriate actions
Prepares employee termination letters and related documentation, and conducts exit interviews to determine reason(s) behind separations
Communication
Trains and coaches managers in people processes such as terminations, promotions, compensation management, performance management, illegal harassment, etc.
Assesses and counsels management in the appropriate resolution of employee relations issues
Responds to inquires regarding policies, procedures, and programs
Company Contribution
With other leaders, finds new and innovative ways to support the core values, creating ways to keep them vital for the organization
Actively participates in delivering company-wide training programs
Experience Guidelines:
5-7 years of professional work experience in HR (preferably as an HR generalist or HR manager)
Demonstrated ability to manage others
Ability to evaluate priority and multi-task accordingly
Ability to respond to inquires or concerns from employees, clients, complaints from clients, applicants, or members of the business community
Ability to effectively present information to senior leadership, other employees and public groups
Ability to create reports and write business correspondence
Ability to define problems, collect data, establish facts, and draw valid conclusions
Ability to interpret and extensive variety of instructions in verbal, written or diagram form and deal with several abstract and concrete variables
Ability to effectively work with project teams and clients
Education:
Bachelor's degree or Professional certification (e.g., PHR, SPHR, IPD) required.
*Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this role, which include hearing, speaking, typing, and occasionally moving and/or lifting up to 15 pounds.
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