The Associate Director, Human Resources strategically partners with the business to ensure human resources practices and programs support the businesses goals and objectives. He/she identifies strategies, builds programs, and executes tactics that support employee on-boarding, development and retention. He/she identifies and analyzes trends within people practices that helps position HR as a proactive business partner with its clients. He/she acts as change agent to assist the business and employees through times of change.

Talent Management:

• Acts as main touch point for individuals within their teams.

• Guides managers through annual performance reviews, including training on process, developing effective reviews and goal setting.

• Facilitates annual talent review, working with managers on outlining succession plans, identifying high potentials and managing development profiles; lead mid-year check-ins to assure development plans are tracking.

• Ongoing involvement in culture building/employee engagement initiatives.

• Facilitates mentor programs, as applicable.

• Works with department and finance to determine resource allocations.

• Acts as an advocate and facilitator of Proactive Career Management rotations

• Counsels and supports department heads.

• Develops rapport with employees and assists them with employee relations issues; manages conflict resolution and coaching as required.

• Works with departments to facilitate ongoing employee development, including managing out when appropriate.

• Manages and reports out on exits.

Talent Acquisition:

• Works with department and finance to obtain necessary approvals for open positions.

• Liaises with Recruiter to open requisition, develop people brief and manage process.

• Manages departmental integration

• Conducts “early day check-ins” to ensure successful assimilation.

• Coordinates with department and recruiters to develop competencies.

Compensation & Rewards:

• Manages annual promotion and increase cycle with their business leads and presents structure and compensation strategy to management

• Facilitates annual salary increase process as well as off-cycle requests.

• First line in requests for spot bonuses, “Above and Way Beyond” and other reward programs.

• Manages Leave of Absences for assigned population.

Learning & Development:

• Facilitates needs assessment.

• Liaises on training efforts to ensure ongoing development.

• Encourages high participation levels.

Diversity:

• Ensures that diversity efforts are forefront in agency business.

• Participates in diversity initiatives.

Qualifications - External

5-10 years experience in Human Resources or equivalent combination of work experience and education

Knowledge & Skills

• Talent Management Programs
• HRIS

Salary

$104,200 to $130,000 annually.

The salary range for this position is noted within this job posting. Where an employee or prospective employee is paid within this range will depend on, among other factors, actual ranges for current/former employees in the subject position; market considerations; budgetary considerations; tenure and standing with the company (applicable to current employees); as well as the employee’s/applicant’s background, pertinent experience, and qualifications.

For U.S. Job Seekers It is the policy of IPG Health and any of its affiliates to provide equal employment opportunities to all employees and applicants for employment without regard to race, religion, color, ethnic origin, gender, gender identity, age, marital status, veteran status, sexual orientation, disability, or any other basis prohibited by applicable federal, state, or local law. EOE/AA/M/D/V/F.