HR Business Consultant Kop

CSL Behring King Of Prussia , PA 19406

Posted 2 weeks ago

With operations in 35+ nations and ~ 20,000 employees worldwide, CSL is driven to develop and deliver a broad range of lifesaving therapies to treat disorders such as hemophilia and primary immune deficiencies, and vaccines to prevent influenza. Our therapies are also used in cardiac surgery, organ transplantation and burn treatment.

CSL is the parent company of CSL Behring and Seqirus. CSL Behring is a global leader in the protein biotherapeutics industry, focused on bringing to market biotherapies used to treat serious and often rare conditions. CSL Behring operates CSL Plasma , one of the world's largest collectors of human plasma, which is used to create CSL's therapies. Seqirus is the second largest influenza vaccine company in the world and is a transcontinental partner in pandemic preparedness and a major contributor to the prevention and control of influenza globally.

We invite you to take a look at the many career possibilities available around the globe and consider building your promising future at CSL by becoming a member of our team!

Responsibilities

  • The Global HR Business Consultant (Global HRBC) is responsible for supporting and executing the people processes, programs and initiatives within the designated client group/s aligned with CSL Behring's HR and Business strategies to enhance employee and business performance, as directed by the HRBP(s) that they support. The Global HRBC will deploy solutions across a range of Human Resources (HR) areas including employee relations, change management, talent management, performance management, total rewards and employee engagement.

  • The Global HRBC possesses expertise in employee/and/or industrial relations. They lead all employee relations matters, including but not limited to providing advice and counsel to managers concerning employee performance, policy adherence, harassment, compliance violations, grievances, conflicts, and union/works council matters where relevant. The Global HRBC will provide consultation to managers on programs and initiatives to drive a culture of high performance and engagement at CSL.

  • Provides effective Change Management support to the business and HR by leveraging the ADKAR model and other tools provided by the talent COE.

  • Manages tier 3 Employee Relations escalations received from the HR Operations Centers.

  • Manages special projects as assigned

Qualifications

Responsibilities/Accountabilities:

EMPLOYEE/INDUSTRIAL RELATIONS

  • Conducts confidential investigations into serious misconduct, such as harassment, discrimination, or other breeches of company policy. Gathers information, interviews relevant individuals, analyzes data, and prepares legally sound documentation to support all disciplinary and/or termination actions. Recommends a course of action based on the facts and coaches management through the implementation of each action. Minimizes risk and exposure for CSL by maintaining fair, legally sound, fully documented, and unbiased approach when conducting investigations and implementing actions.

  • Advises management in appropriate resolution of employee relations issues. Communicates and collaborates closely with the respective HR Business Partner throughout the process.

  • Supports managers in the development and review of performance improvement plans and corrective actions

  • Implements terminations including termination letters, termination meeting, and related documentation

  • Prepares statistical reports of types and frequency of actions taken to identify problem areas

  • Partners with internal and external employment law counsel as appropriate

  • Works collaboratively to ensure consistent application and interpretation of company policies and contracts

  • In Unionized / Works Council environments, facilitates the resolution of labor grievances, disputes, employee issues, and concerns. Conducts investigations and coordinates arbitrations as appropriate. Interprets union-management collective bargaining agreements and represents management in the negotiation and settlement of grievances under established grievance procedures. Work may be directed by an Industrial Relations or Works Council Manager at certain locations.

  • Interacts with employees, the designated union representatives and/or Works Council to build a positive rapport and foster a collegial and collaborative working environment

  • Develops and updates materials and tools to provide support to the HR Operations Centers and managers on Employee Relation issues and policies

HR PROGRAMS & INITIATIVES

  • Assist in the execution of the derived strategy formed by HRBP(s) for the assigned client group(s) by:

  • Partners with HRBPs (local and global) to deliver integrated solutions across a range of Human Resources (HR) areas including employee relations, change management, talent management, performance management, total rewards, and employee engagement.

  • Ensures that HR initiatives and actions align with the desired culture

  • Understands the business and HR drivers and metrics

  • Responds to escalated inquiries regarding HR policies, procedures and programs from the HR Ops Center

  • Supports consultation and delivery associated with organizational restructures for respective client groups

  • Develops and updates materials and tools to provide support to the HR Operations Centers and managers on Employee Relation issues and policies

TALENT & SUCCESSION MANAGEMENT

Provides support to the HR Business Partners and assigned clients group(s) to enable them to facilitate effective talent and succession discussions (e.g. collates information and data)

SPECIAL PROJECTS

Completes special HR related projects by clarifying project objective, setting timetables and schedules, conducting research, developing and organizing information and delivering against project objectives

PERFORMANCE MANAGEMENT

  • Delivers the cyclical end-to-end Performance Review and Development process

  • Educates designated business leaders on the performance planning and review processes including SMART objectives and giving effective feedback

  • Educates leaders on the importance of differentiating individual performance

  • Consults to managers on programs and initiatives to drive a culture of high performance and engagement at CSL.

  • Drives the focus of performance management towards continual feedback and coaching throughout the year, as well as the quality of the performance discussions

EMPLOYEE ENGAGEMENT

Work with the designated business group(s) to deliver actions that will drive an increase in engagement

TOTAL REWARDS

Supports the cyclical compensation and benefits program across the designated client group(s) as directed by the HRBP(s)

Complexity/Scope:

  • Typically supports multiple global business units and / or countries

  • Often requires multiple languages

  • Interfaces with executive leadership

  • Works within complex legal and regulatory environments and markets in regions

  • Bachelor's degree in human resource management, organizational psychology, business or related field is essential.

  • HR Professional certification preferred.

  • 5 - 8 years' experience as an HR Generalist or Employee Relations Manager (or equivalent relevant experience working in a dynamic global organization).

  • 5+ years of international experience preferred

  • Demonstrated experience managing investigations and employee relations

  • Labor (Union) and/or Works Council experience required for roles in Broadmeadows, Kankakee, and Marburg

  • Change Management

  • Good knowledge of HR processes gained in a dynamic organization

  • Experience in a global company in a matrix reporting environment is preferred

  • Strong knowledge of employment-related laws at the county / regional level.

  • Proficient in the English language

  • Multilingual preferred

  • Maintains knowledge of legal requirements and government reporting regulations impacting HR functions and ensure application of policies and procedures are in compliance

  • Ability to manage complex employee relations cases and investigations

  • Strong Change management skills: ability to proactively develop effective Change management plans for key HR and business initiatives.

  • High customer focus

  • Results-oriented and sense of urgency

  • Ability to handle confidential information with discretion

  • Ability to build strong relationships and positively influence others

  • Strong communications skills: written and verbal

  • Labor experience strongly preferred in Unionized locations

  • Conflict resolution

  • Office Environment

  • The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

  • While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms.

Capabilities

Worker Type:

Employee

Worker Sub Type:

Regular


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HR Business Consultant Kop

CSL Behring