Sea-Bird Scientific is the global leader in advanced technology for oceanographic research, enabling the world's leading scientists to push the boundaries of ocean knowledge. Sea-Bird Scientific was formed in 2010 by the union of Sea-Bird Electronics (Bellevue, WA), WET Labs (Philomath, OR) and Satlantic (Halifax, NS) (all wholly owned subsidiaries of Danaher Corporation (NYSE: DHR)). Sea-Bird Scientific works with a global network of partners to serve customers across the globe. Our passionate team is dedicated to accelerating the understanding of natural waters by serving the world's oceanographic community with leading edge technology and solutions. Sea-Bird's entrepreneurial environment is team-centered, customer-driven, quality-focused, and growth-oriented. And we are all about continuous improvement and know that two heads are better than one. Your time at Sea-Bird will be full of meaningful challenges, growth opportunities and the chance to put your best foot forward.
To learn more about what we do, please visit the Sea-Bird Scientific website at www.seabird.com.
Sea-Bird Scientific is looking for an HR Manager who is curious, loves to solve problems, and has a strong customer service orientation. What might you expect? I'm glad you asked. The opportunity to play with purpose in a lot of different areas like Associate Relations, Engagement, Learning & Development, Talent Acquisition, Compensation etc. We are looking for your energy, your passion to make a great thing even greater. Come join us in Bellevue, Washington.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
Change Management /Engagement
Challenge the status quo and champion new initiatives within assigned client groups and also within HR acting as a catalyst of change and stimulating others to change, in such way that the organization continuously develops towards better performance.
Partner with the HR Director to analyze organizational capabilities, drive organizational design and structure improvements to support delivery of the current and future business strategy.
Drive the annual associate engagement program and add value to the process by incorporating a fresh perspective and ideas
Talent Management / Recruitment
Coach leaders in enhancing their leadership capabilities and to create high performing teams.
Develop and support leaders in creating associate development and succession plans to improve bench strength and achieve talent objectives.
Responsible for supporting managers with recruitment to include: posting, sourcing, recruiting, partnering with the assigned business group, debrief, and on-boarding of new hires.
Provide salary recommendation ensuring consistency of compensation practices (e.g. reviewing internal equity and taking a total compensation approach), obtaining appropriate approvals.
Apply conflict management skills to facilitate resolution when associate-to-associate or manager-to- associate conflict arises. Investigate (interview, gather evidence, consult legal) allegations of employee misconduct including harassment, discrimination, etc. Guide management on disciplinary and termination procedures. Consult legal counsel when necessary.
Establish and drive applicable competencies aligned with the Performance Management process, within assigned business groups.
Work with managers and associates to identify and address performance-related issues. Provide coaching and support to managers on issuing corrective action (including performance improvement plans and disciplinary issues).
Benefits & Compliance
Support and/or lead FML/LOA/ADA cases within assigned client group. Support new enrollments, changes and health screening programs. Act as HIPAA subject matter expert - ensuring organizational compliance. Assist with leave administration (FML, STD/LTD etc.).
Act as liaison to governmental compliance agencies as required. Ensure consistent application of policies/procedures.
Analyze and understand compensation programs for assigned business groups including annual merit review and incentive programs. Implement needed equity/market adjustments.
Ensure proper system administration of compensation process and records (e.g. grade changes, promotions, salary changes, etc.). Assist managers in writing and maintaining job descriptions.
Maintain key HR processes such as HRIS management, personnel records, monthly metrics, and new hire orientation.
Support and/or lead identifying opportunities for Standard Work definition and process enhancement.
Coordinate involuntary/voluntary exit logistics (performing timely exit interviews, recording/synthesizing retention data, and generating severance packages where applicable).
Enter data inputs in a timely manner in HR system(s) for new, existing and exiting associates. Create, maintain and ensure compliance of personnel files & systems (HRIS, E-Verify, and Stock Option DB).
Update and maintain Associate Handbook and other applicable policies for compliance with legal requirements and internal changes.
Drive the talent review process for assigned client groups, consult with and train management to create associate development and succession plans to improve bench strength and achieve Talent Review objectives.
Organizational Diagnostics & Development
Understand and analyze organizational capabilities within assigned client groups, proactively develop and implement organizational design and structure improvements to support delivery of the business strategy.
Facilitate training and development programs.
Other duties as assigned.
CRITICAL COMPETENCIES / EXPERIENCE:
Learning agility - able to learn new concepts, processes, etc quickly
Customer service orientation - delivers more than asked, proactive in approach, anticipates need
Solution orientated - if it's a good idea and makes sense to do now, how do we get it done?
Sense of urgency - "of course they wanted it last week