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JOB PURPOSE:

Provide human resources services, support and decision making expertise to assigned functions/businesses to ensure a highly productive, motivated, trained and professional work force.  Recommend appropriate human resource management actions to meet business needs while supporting the company's commitment to corporate culture. Provides support in various areas such as organization development, talent and employee development, change management, performance management, staffing, conflict management and employee relations.

 

DUTIES & RESPONSIBILITIES:

 

ORGANIZATION PLANNING & STAFFING:

Provide staffing support for assigned business/function as follows:

  • Play an active role in the talent management/succession planning process within each functional group.
  • Manage the recruitment process consistent with Toro's philosophy and established practices.
  • Assist department managers in analyzing and preparing job descriptions when appropriate.
  • Facilitate placement, transfer and promotion activity.
  • Conduct exit interviews and offboarding.
  • Manage headcount planning per business requirements.

 

COMPENSATION:

Provide human resources service and support to assigned work groups to include:

  • Support salary planning and administration.
  • Maintain equity in the administration and interpretation of company pay policies throughout assigned functions that will support talent development within and across specified job families. Ensure appropriate communications coincide with salary actions.
  • Participate in compilation of data necessary to properly evaluate new or existing positions.

 

PERFORMANCE MANAGEMENT:

  • Provide education and support for the annual objective setting and performance management systems and processes.
  • Assist department managers in understanding, communicating and completing objectives.
  • Assist managers in the use of objectives and performance reviews as coaching tools for individual development.
  • Ensure that performance management forms and procedures are used by managers in a timely and effective way.
  • Provide direction and coaching to managers on handling employee performance issues.
  • Monitor trends in performance in department and advise/support managers in determining what resources/actions are required to address issues.
  • Coach employees on addressing their own performance issues.

 

EMPLOYEE RELATIONS:

  • Partner with employees and managers to ensure a productive work environment.
  • Maintain and enhance a productive work environment by resolving conflicts between management and employees; coaching managers on effective management and coaching techniques; and maintaining open communications with associates and management.
  • Facilitate the investigation as necessary of employee issues such as: disciplinary actions, employee complaints, allegations of code of conduct or ethical violations, providing guidance and recommendations for problem resolution to management.
  • Assist with organizational conflict and/or counseling.
  • Respond to and address managers' and employees' general HR needs.

 

CORPORATE CULTURE/EMPLOYEE DEVELOPMENT:

  • Promote and model company values to ensure alignment with corporate culture.
  • Coordinate team development efforts within groups as appropriate.
  • Coordinate and participate in employee activities to further develop employee/company relationships.
  • Support and/or lead various employee committees designed to further corporate culture.

 

JOB DIMENSIONS:

 

Works with minimal supervision. Partners with appropriate members of HR functional areas in order to develop sustainable best practices. Assignments are broad in nature, usually requiring originality and ingenuity. Works closely with all levels of employees and managers in areas assigned.

 

SPECIFICATIONS:

 

  • Requires a bachelor's degree or equivalent and 3 plus years of exempt level progressive Human Resource Management experience. Master’s degree or SPHR certification preferred.
  • Broad HR background/experience including:
    • Organizational change and team effectiveness
    • Clear evidence of delivering tangible improvements in business performance through effective design and deployment of programs/practices
  • Strong business acumen
  • Exceptional verbal and written communication skills; good facilitation skills.
  • Ability to analyze and define problems, collects data, establish facts and draw conclusions.
  • Ability to influence/persuade others and gain acceptance/approval of controversial or innovative ideas/concepts.
  • Proficient in all Microsoft applications, along with Human Capital Management and talent process systems.

 


Nearest Major Market: Oklahoma