People and Culture Specialist/executive Assistant

Reporting directly to the President, the People and Culture Specialist/Executive Assistant originates and leads Human Resources (HR) practices and objectives that will provide an employee-oriented, high performance culture with an emphasis on empowerment, quality, productivity and standards. The People and Culture Specialist/Executive Assistant is responsible for the development of processes and metrics that support the achievement of the organization's business goals, as well as the recruitment and ongoing development of a superior workforce.

The People and Culture Specialist/Executive Assistant coordinates the implementation of people-related services, policies and programs, and assists and advises managers regarding HR issues, in accordance with relevant and respective legislation, regulations, and best practices. In addition to all listed HR activities, the People and Culture Specialist/Executive Assistant will offer administrative support to the President and Senior Management, as required.

STRATEGIC MANAGEMENT

► Establish and implement HR Strategies that foster the growth of the organization and people development

► Regularly review the company's talent management processes including performance

management, resource planning, and succession planning and employ new strategies as required

► Develop the HR and people strategies aligned to business objectives, actively participating in people planning initiatives to ensure assigned portfolio has appropriate bench strength for projected growth

► Offer thought leadership regarding organizational and people-related strategy and execution that will assist in driving the engagement, culture and organizational initiatives that make NRBN a desirable workplace.

WORKFORCE PLANNING AND EMPLOYMENT

► Work with Sr. Management to identify talent implications, e.g., any significant gaps to meet long term objectives and create a workforce plan that prioritizes people-related initiatives

► Assist in recruitment, selection, orientation, and exit processes; collaborate with department managers to determine staffing needs and fill vacancies in a timely manner as the needs arise to ensure workforce efficiency

► Oversee the hiring process and leads recruitment initiatives by implementing effective recruiting and hiring practices to attract and retain top talent. Administrative duties required include coordinating job postings, reviewing resumes, and performing reference checks.

► Oversee the selection/non-selection and offers processes to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection and applicants receive status notifications)

► Inform job applicants of job duties, responsibilities, benefits, schedules, working conditions, promotion opportunities, and any additional information as required

► Ensure all new hire documentation is complete, processed in the HRIS system, updated as

required, and filed appropriately

► Participate in succession planning and workforce planning initiatives

► Provide direction and guidance to management in the annual performance appraisal process

► Conduct exit interviews, analyze trends, and develop action plans

► Manages the full cycle of various employee programs such as orientation, training, etc.

HR DEVELOPMENT

► Provide counsel on progressive discipline and performance management issues, as well as offer coaching and guidance to employees on performance management; assist in developing action plans, progressive disciplinary strategies and terminations

► Lead HR processes and projects, resulting in identifying best practices and operational process improvement

► Supports the management team on all people leadership matters, including business change and transformation. Forming strong relationships with the management team to be able to challenge and coach in a high-performance environment

► Ensure employees receive appropriate training to adequately perform their jobs

EMPLOYEE RELATIONS

► Seeks to align the employees needs and rights with the needs of the organization, ensures legal compliance, and assists with the resolution of workplace problems

► Addressing any employment relations issues, such as work complaints and harassment allegations or other grievances/complaints; conducts investigations, and develops and recommends solutions

► Oversees engagement programs and other employee relations work; delivers and reports on the annual employee engagement survey to ensure feedback from employees is collated and interpreted correctly to help improve employee engagement

► Create sustainable solutions for manager, team, and individual challenges by introducing innovating and engaging coaching and mediation techniques

► Assist with the creation and communication of organizational announcements, policy updates, and new process rollout to employees

POLICY FORMULATION:
► Includes but is not limited to Policy and Procedure implementation, employee handbook, code of conduct, and perfor