Human Resources Manager

Profile

Manager, HRBP:  Employee Experience Frontier® Communications provides communications services to urban, suburban, and rural communities in 25 states. Frontier offers a variety of services to residential customers over its FiOS® and Vantage™ fiber-optic and copper networks, including video, high-speed internet, advanced voice, and Frontier Secure® digital protection solutions. Frontier Business™ offers communications solutions to small, medium, and enterprise businesses.POSITION SUMMARYThe Human Resources Business Partner (HRBP) works closely with the VP, HRBP; Corporate and field staff; Labor Relations; Talent Acquisition, and other HR Centers of Excellence (COEs) as in support of vertical client groups such as Technology; Operations; and Customer Care and Sales. The position is responsible for aligning employees and management in designated business functions and locations business objectives. The HRBP serves as a consultant to management on human resources-related issues. The HRBP assesses and anticipates HR and workforce related needs.  Communicating needs proactively with the HR function and business management, the HRBP seeks to develop integrated solutions.  The HRBP works proactively to identify and resolve HR, employee and organizational issues and works collaboratively with the HR COEs to deliver value-added service and solutions that drive business outcomes and enhance the employee experience at Frontier.  The HRBP maintains an effective level of business knowledge about the function’s operational/financial performance and objectives. The HRBP role provides day to day support to business teams and collaborates with HR COEs to deliver services in the following areas:    HR Administration & Compliance– resolves day to day HR administration to ensure compliance including but not limited to I9, new hire onboarding, compliance training completion, employee notices, offboarding of talent, and unemployment claims; and ensure HR processes deliver the employee experience in a seamless manner. Workforce Planning – supports the processes of analyzing, forecasting and planning workforce supply and demand; assessing workforce gaps and determining the right talent levels; and partner with Talent Acquisition to ensure the right skills are in right place at the right time to drive organizational success. Talent & Performance Management – supports the implementation of performance management programs that measure employee performance and encourage ongoing feedback and accountability; consult with business leaders on improving operational performance; support processes that help assess, review, build and manage talent for the future. Employee Champion – knows the employees, what motivates them and drives their behavior in the workplace; help to create a workplace that fosters open communication, high performance and putting the customer first; promote employee development in ways that helps them better their talents and skills on the job. Change Agent – supports efforts that focus on organizational effectiveness, improvement and high performance; help the workforce prepare for and adapt to any potential changes the organization may experience; help ensure employee voice and clear communications are appropriately and effectively addressed as part of any organizational change.This individual will play an important role in helping to identify and resolve organizational issues and partner with the HR COEs to provide people solutions to drive business outcomes and enhance the employee experience at Frontier.Essential Duties and ResponsibilitiesHR AdministrationProvide general HR policy guidance, direction and support to employees and managers throughout the entire employee life-cycle. In the process of doing so, maintain the highest professional standards for all HR activities in accordance with company policy and HR practices.Coach employees, supervisors and managers (line management) regarding workplace issues such as job performance, career planning and employee relations, ensuring that regional consistency is maintained, and company policies are applied in a non-discriminatory manner.Resolve day-to-day HR employee relations issues regarding management of staff performance, employee health & welfare, wage & benefit administration, workers compensation, and safety and compliance. Refer to HR COEs, employee Compensation and Benefits, Labor Relations, Talent Acquisition, HRIS, Talent and Performance Management questions and issues where required.Ensure compliance with STD/LTD/WC/FMLA/ADA and all other federal, state, and local regulations.Working with Corporate Benefits, assists employees during the annual Open Enrollment process and throughout the year to resolve on-going employee benefit issues.Support the Compensation COE by helping to communicate compensation guidance and salary treatment requirements.Maintain a working knowledge of collective bargaining agreements related to day-to-day management of employees. Proactively partner with Labor Relations COE on business plans that potentially impact bargained for staff.  Refer questions about interpretation and discussions with Union representatives to Labor Relations COE as needed/required.Conducts effective, thorough and objective internal investigations to help manage and resolve complex employee relations issues as required.Work closely with HRIS to ensure accuracy of employee records/data files for regulatory reporting, compliance and retention.Perform other duties of a related nature as may be required from time to time as assigned by the VP, HR Business Partner: Employee Experience.Workforce PlanningContributes to the development of workforce plans (gap analysis between workforce and its future needs) and understands internal/external trends and issues in the industry that could potentially impact business.Assists in analyzing trends and metrics in partnership with COEs to develop solutions, programs and plans that improve performance, retention and the employee experience.Support the implementation of action plans to drive strategies, and measures for assessing progress against workforce plans. Partner with COEs as required.Support local workforce planning activities areas as directed by VP, HR Business Partner.Support the Business Unit talent strategies through strong partnership with the HR COEs.Talent & Performance ManagementSupport and advocate performance management programs and processes where expectations and key measurements improve organizational talent to achieve business objectives.Support management in efforts to document and change poor performance in compliance with contractual requirements and progressive discipline practices; work with management on ways to recognize employees who consistently outperform and outpace established metrics.Support HR COEs efforts to provide leadership development and best practices to strengthen the skills of our business leaders.Consult with management on employee attendance issues to ensure legal, SPD, and company compliance; proactively monitor trends and issues to address underlying issues or problems.Provide management coaching and consulting to build leadership capabilities with respect to addressing and resolving employee issues.Support HR COEs efforts to identify today’s best and future leaders and the practices that accelerate development.Employee ChampionWorks closely with employees and management (and Labor Relations COE, as necessary) to improve work relationships and communication, build morale, strengthen trust and increase productivity and retention.Works closely with HR COEs to improve the overall employee experience and engagement level in the organization from onboarding through separation.Identifies training needs and develops training materials and conducts necessary employee training within the state and region, (i.e., interviewing skills, diversity, harassment, STD/LTD/FMLA/WC process, etc.) to develop skills and competencies of leaders and employees.Provide advice and counsel to employees and managers to ensure consistent application and integration of company policies, procedures and practices.Proactively engage with employees to understand their issues, resolve them when possible or refer them to the right resources when needed.Change AgentWorks closely with HR COEs to understand and support how to lead others (individuals/groups/departments) through change. Provide support for new behaviors to drive performance and success of change efforts.Participate in and support changes in the organization and promote people, process & technology solutions that drive business success for the company.Support feedback collection and follow through from employees on change initiatives and work with appropriate COE/Organizational Teams to share feedback and improve processes, procedure & services.Work with line and business leaders to help ensure change efforts are identified, developed and carried out in a respectful way.Partner with HR COE to drive continuous improvements, communicate and/or implement new or revised policies, processes, programs and best practices.Required Skills & AbilitiesPossess excellence in the following areas:Communication skills (verbal & written)Organization skills and strong attention to detailCustomer service skillsExcellent analytical, problem solving, decision makingTime management skills with proven ability to meet deadlinesInterpersonal, collaboration, facilitation, influencing and conflict resolution skillsProven abilities to:Drive HR processes and deliver high quality HR services in a fast paced, high change environmentAcquire a thorough understanding of Frontier’s organization hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factorsComprehend, interpret and apply the appropriate sections of applicable laws, guidelines, regulations and policiesWork independently and manage multiple priorities in a fast-paced settingTravel 0-30% of the timeProficient with Microsoft Office Suite (Word, PPT & Excel) or related softwareEducation & ExperienceMinimum of 5 years in a progressively responsible HR management function, working knowledge in multiple HR disciplines, including salary & benefits, employee & labor relations, talent acquisition, organization & talent development and workforce planningStrong knowledge in training, EEO/AA, ADA, STD/LTD, WC, FMLA, OSHA, OFCCP, FLSA, unemployment insurance, etc.Bachelor’s degree (BA/BS) required in HR or related fieldCertified professional credential (such as SHRM-CP or equivalent) or ability to obtain certification within 1 yearTelecommunications experience preferred but not required

Company info

Frontier Communications Corporation
Website : http://www.frontier.com