Human Resources
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Under general supervision, acts as an active business partner to management in achieving business goals, strategies and objectives by facilitating and providing counsel and direction regarding employee relations issues, recruiting and talent management for assigned groups. Assesses and anticipates HR-related needs, communicates needs proactively with HR department and business management, seeks to develop integrated solutions and acts as employee champion and change agent.  Formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization. Acts as a liaison between HR departments and key stakeholders to ensure successful implementation of HR initiatives and programs. 


1. With general supervision, serves as a trusted advisor who partners with business units to understand and support their human capital needs. Acts as a confidante and coach to leaders and managers for assigned client groups. Consults on workforce planning, succession planning, organization design, business unit restructures, leadership assignment and change management Conducts regularly scheduled meetings with respective business units. Provides Human Resources (HR) policy guidance and interpretation. Creates workforce/people strategy and associated metrics for assigned client groups. Partners with HR specialists to provide feedback from client groups, generate new ideas, assist with program development and implementation and promote HR initiatives to the organization. Proactively anticipate opportunities or issues and develops innovative solutions to address the opportunities at root cause with the intention to arrive at sustainable solutions. Works closely with group heads, managers, and supervisors to ensure equity, fairness and consistency in the administration of HR policies and procedures.

2. Employee Relations
  • Works with group heads, managers, supervisors and employees on employee relations issues, including the discipline process. Manages and resolves employee relations issues and conducts effective, thorough and objective investigations as required. Provides career counseling for employees.
  • Works closely with management and employees to improve work relationships, build morale and increase productivity and retention.
  • Maintains knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with Legal department as needed/required.
  • Diagnoses, coaches and/or advises managers on day-to-day concerns related to employee performance, productivity and engagement challenges.
  • Facilitates team building and cohesion.
  • Conducts exit interviews; provides feedback to leaders on key themes while maintaining the confidentiality of individuals.

3. Talent & Performance Management
  • Manages the timely recruitment and selection of employees by planning and coordinating cost effective recruiting efforts. Sources for the availability of a high quality, competent labor force to support organizational requirements in assigned areas. Responsible for recruiting and staffing of multi-level positions, including advertising and coordinating agency searches.
  • Supports, promotes and maintains the Job Opportunity Program (JOP). Provides career guidance to employees and considers internal talent pool as opportunities arise. Works with business leaders to assess talent; makes recommendations on promotion readiness
  • Partners with customers on Succession Planning initiatives by facilitating the process and providing active support to business partners as they identify high potential employees, critical positions and create Individual Development plans.
  • Assists and audits the Performance Development Program to enhance overall program effectiveness and to ensure Human Resource programs are consistent, equitable and in compliance with applicable federal and state labor laws. Provides day to day performance management guidance to line management (coaching, counseling, career development, disciplinary actions, etc).
  • Provides organizations with appropriate advice and counsel on employee issues to ensure top contributors are engaged and rewarded and bottom performers are moved up or out.
  • Drives performance management throughout the year to ensure employees receive timely, objective and actionable feedback.
  • Provides advice and support to managers on performance coaching best practices.
  • Monitors the progress of performance reviews to ensure 100% completion.

4. Learning & Development
  • Partners with business leaders and the Organizational Effectiveness team to identify appropriate learning activities to meet current and future business needs and establish management development plans, including the coordination and facilitation of assimilation programs for new Director level and above employees.
  • Identifies training needs for business units and individual coaching needs.
  • Assists in coordinating the delivery of the Employee Engagement Surveys. Delivers employee survey results and facilitates employee focus group sessions. Guides managers on developing effective action plans.
Works with department management to develop action plans in response to issues raised by the survey and facilitates their execution.  

5. Compensation
  • Serves as a liaison between management and the Compensation team in the job documentation, job evaluation, salary administration and market pricing processes.
  • Consults with department/group heads and Compensation to ensure pay equity and recommend salaries for new hires, internal promotions and transfers.
 • Advises and assists users on annual merit increase and performance bonus programs.

6. May perform some or all of the following duties:
  • Advises managers and employees in promoting and using the Mary Kay Employee Recognition Program.
  • Manages the administration and resolution of unemployment compensation and EEOC claims and charges under the direction of legal counsel. Receives, reviews, researches and responds to unemployment claims and issues with statements and data reflecting company’s position in writing and/or in person at hearings.
  • Manages the administration and resolution of unemployment compensation and EEOC claims and charges under the direction of legal counsel.
  • Assists in departmental and corporate reporting to ensure compliance with governmental regulations.


Bachelor’s degree in Business, Human Resources or a related field

 3-5 years of human resources generalist experience, preferably in a manufacturing environment with a strong focus on employee relations and recruiting. Experience in one or more core HR disciplines (Compensation, Talent Acquisition, Learning and Development, etc.) a plus.

1. Ability to advise managers and leaders at all levels and analytic capability to integrate HR and business strategies. Must understand customer's business and build rapport and effective working relationships.

2. Strong interpersonal, oral and written communication skills and judgment and discretion required to effectively communicate with both employees and management (including group heads) regarding sensitive and confidential issues. Must be skilled at building credibility and effective relationships and be a strong collaborator.

3. Demonstrated organizational skills with a keen focus on delivering business results.

4. Ability to facilitate and manage change effectively to contribute to the establishment and implementation of meaningful human resources related policies and procedures.

5. Problem solving skills to act as a consultant to business partners and manage employee relations, performance development and disciplinary issues. Ability to counsel and coach employees and managers while working through employee relations issues.

6. Desire to succeed in a fast-paced, matrixed, changing environment.

7. Ability to navigate through and deliver results in a dynamic, multi-faceted organization with multiple stakeholders.

8. Ability to adjust schedule to support 24/6 customer base.

9. Ability to effectively implement change management principles.

10. Demonstrated proficiency in coaching and managing conflict.

11. Must have a good understanding of employment laws and regulations.

12. Ability to represent Mary Kay, Inc to the community through recruiting and at government agency hearings.

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