HR Strategy Consultant

Job Title: HR Strategy Consultant
Department: Human Resources Consulting, Flex HR
Location: Remote
FLSA: N/A, Independent Consultant owning their own entity (Federal ID)

About Flex HR

Flex HR is a fast-growing HR outsourcing company based in Johns Creek, GA, right outside of Atlanta. We work with companies in a variety of industries to help them manage their human resources and payroll. We are a team of learners who are excited to delight our clients. We expect the incumbent to be for a positive, curious, customer-focused, and a detail-oriented person.

Summary:

A HR strategy consultant for Flex HR is self-directed and responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of various clients for Flex HR. The consultant develops and implements effective HR strategies and programs, including policy enhancement and creation, performance management strategy, benefit management and administration, employee relations, employee investigations, HR compliance monitoring, and other related human resources functions in support of company objectives. In many cases the consultant reports to key leaders in their client’s organization, including the CEO, CFO, CHRO, or others. The consultant for Flex HR has a broad role definition, working in companies of varying sizes and industries to create meaningful change and labor law compliance. The consultant provides strategic leadership by articulating HR needs and plans to the executive management team and CEO of the client.

Responsibilities, on a Fractional Basis for Clients:

• Mentors the client’s internal HR team and guides strategy for Flex HR internal employees working with the client, which can include the following:
  – Standard operating procedures for onboarding, offboarding, and benefits
  – Employee handbook creation and enhancement
  – Necessary policies for the client
  – Craft communication to the clients’ employees
  – Separation agreements
  – Executive agreements
  – ERISA-required documentation
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management of the client.
• Performs the items articulated in Flex HR’s sales materials, shown below in this document.
• Defines KPIs and uses data analytics to identify and present trends to the organization.
• Directs the preparation and maintenance of reports that are necessary to carry out the functions of the HR department and track strategic goal accomplishment.
• Leads the guidance and implementation of the performance management system that includes performance reviews, goals, one-one meetings and KPI tracking.
• Leads migration efforts to an alternative payroll and human resources information system (HRIS) platform for client.
• Optimizes existing human resources and payroll-related technology for clients.
• Provides guidance and leadership for HR-related acquisition or merger activities.
• Leads company client compliance 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 (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal client
  risk or exposure to claims or lawsuits.
• Acts as a resource for managers and employees in resolution of employee relation issues, concerns, and conflicts.
• Conducts investigations when employee complaints or concerns are brought forth.
• Monitors and advises managers and supervisors in the progressive discipline system of the client company. Monitors, coaches, and guides the implementation of a performance improvement process with non-performing employees.
• Reviews, guides, and approves management recommendations for employment terminations.
• Leads the awareness and reporting on safety initiatives and metrics.
• Mentors the client to create a Human Resources culture that is open, honest, and approachable.
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale, satisfaction, and motivation.
• Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation, onboarding programs, harassment and diversity, and management development.
• Designs, directs, and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, and key employee retention.
• Revises and launches employee recognition and rewards programs to support client objectives.
• If assigned a client that has outsourcing, keep the assigned HR manager and payroll manager informed of activity and needed HR support. Additionally, assist in guiding or training them to assist in implementing client needs, programs or standard operating procedures.
• Accomplishes all tasks as appropriately assigned or requested by the client.

Education and Requirements:

• Will demonstrate confidence and ability to handle a wide variety of situations; possess a strong attention to detail with exceptional problem-solving skills, have strong communication skills, critical thinking skills and the ability to multi-task in a fast-paced environment.
• A BS/BA degree from an accredited college/university; MBA or MA/MS in human resources or related field preferred.
• A minimum of 15 years of HR experience, with at least five years of executive HR experience.
• SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification preferred.
• Proficiency in or knowledge of using a variety of computer software applications, especially MS Excel, PowerPoint and Word.
• High level of interpersonal skills to handle sensitive and confidential situations and documentation.
• Attention to detail in composing and proofing materials, establishing priorities and meeting deadlines.
• Excellent verbal and written communication skills.
• Ability to maintain a high level of confidentiality.
• Ability to present ideas in business-friendly and user-friendly language.
• Highly self-motivated and directed, with keen attention to detail.
• Good analytical and problem-solving abilities.
• Experience working in team-oriented, collaborative environment.
• Ability to effectively prioritize and execute tasks in a high-pressure environment is crucial.
• Be able to work in a high energy, fast paced environment to provide ease of doing business while delivering high quality and exceptional service.
• Must use cell phone to monitor client needs including uploading Flex HR emails to phone.
• Demonstrate strong discipline to prioritize and manage workload including balancing the time between calls and processing paper requests.

General Job Requirements:

Be part of an organization that is team-based, positive and helpful.

• Always make ethical decisions.
• Continue to learn in your field and make improvements with your HR knowledge.
• Help to think critically about how to solve problems and how to work smarter, not harder.

Scope of Work Identified in Sales Document:

Competencies:

• Diversity – Demonstrates knowledge of EEO policy; Shows respect and sensitivity for cultural differences; Educates others on the value of diversity; Promotes a harassment-free environment; Builds a diverse workforce.
• Ethics – Treats people with respect; Keeps commitments; Inspires the trust of others; Works with integrity and ethically; Upholds organizational values.
• Adaptability – Adapts to changes in the work environment; Manages competing demands; Changes approach or method to best fit the situation; Able to deal with frequent change, delays, or unexpected events.
• Analytical – Synthesizes complex or diverse information; Collects and researches data; Uses intuition and experience to complement data; Designs workflows and procedures.
• Business Acumen – Understands business implications of decisions; Displays orientation to profitability; Demonstrates knowledge of market and competition; Aligns work with strategic goals.
• Delegation – Delegates work assignments; Matches the responsibility to the person; Gives authority to work independently; Sets expectations and monitors delegated activities; Provides recognition for results.
• Initiative – Volunteers readily; Undertakes assists Flex HR in periodical writing of articles to be published by national organizations, self-development activities; Seeks increased responsibilities; Takes independent actions and calculated risks; Looks for and takes advantage of opportunities; Asks for and offers help when needed.
• Innovation – Displays original thinking and creativity; Meets challenges with resourcefulness; Generates suggestions for improving work; Develops innovative approaches and ideas; Presents ideas and information in a manner that gets others’ attention.
• Leadership – Exhibits confidence in self and others; Inspires and motivates others to perform well; Effectively influences actions and opinions of others; Accepts feedback from others; Gives appropriate recognition to others.
• Managing People – Includes Flex HR and client staff members in planning, decision-making, facilitating and process improvement; Takes responsibility for subordinates’ activities; Makes self-available to staff; Provides regular performance feedback; Develops subordinates’ skills and encourages growth; Solicits and applies customer feedback (internal and external); Fosters quality focus in others; Improves processes, products, and services.; Continually works to improve supervisory skills.
• Organizational Support – Follows policies and procedures; Completes administrative tasks correctly and on time; Supports organization’s goals and values; Benefits organization through outside activities; Supports affirmative action and respects diversity.
• Planning/Organizing – Prioritizes and plans work activities; Uses time efficiently; Plans for additional resources; Sets goals and objectives; Organizes or schedules other people and their tasks; Develops realistic action plans.
• Problem Solving – Identifies and resolves problems in a timely manner; Gathers and analyzes information skillfully; Develops alternative solutions; Works well in group problem solving situations; Uses reason even when dealing with emotional topics.
• Professionalism – Approaches others in a tactful manner; Reacts well under pressure; Treats others with respect and consideration regardless of their status or position; Accepts responsibility for own actions; Follows through on commitments.
• Project Management – Develops project plans; Coordinates projects; Communicates changes and progress; Completes projects on time and budget; Manages project team activities.
• Strategic Thinking – Develops strategies to achieve organizational goals; Understands organization’s strengths & weaknesses; Analyzes market and competition; Identifies external threats and opportunities; Adapts strategy to changing conditions.
• Visionary Leadership – Displays passion and optimism; Inspires respect and trust; Mobilizes others to fulfill the vision; Provides vision and inspiration to peers and subordinates.

Work Environment:

The work environment characteristics described here are representative of those an employee encounters while performing essential job functions. Reasonable accommodations may be made to enable individuals with disabilities to perform essential job functions. May be required to travel periodically. General office environment: some stress may occur in meeting project deadlines, communication with client(s) or client’s employees. Uses office equipment and computer approximately 90% of the workday.