The Manager II, Human Resources partners with people leaders and employees to foster a culture that supports diversity, innovation, productivity, and continuous improvement. Provides consultative and business-focused services to the people leaders and employees in the assigned business unit/function/location to align the people strategy with the business strategy and to address the HR-related matters. Responsibilities include talent management and development, compensation, benefits, coaching/guidance to people leaders and employees, employee engagement, employee and labor relations, and day to day HR support. In addition, this role provides change management support for business/human capital initiatives in the assigned client groups.

What will you do?

• HR Business Partnering: Provides Human Resource leadership as a member of the leadership teams at the assigned business unit/location/function. Works with leaders to develop and implement people and organization strategy to ensure the business objectives are achieved. Consults on business issues and represent business needs when setting HR priorities. Provides proactive, innovative, and customer-oriented HR solutions that are aligned with the business objectives. Partners with local HR in other Mosaic geographies (both domestically and internationally) as appropriate to understand legal/employment requirements in a highly matrixed environment to deliver global HR solutions.

• Talent Management: Works closely with Talent Acquisition Specialists and Hiring Managers to support hiring requests, which will include talent reviews, succession planning, leadership development, organizational structure, and staffing plans. Manages selection and on- boarding processes as well as deployment throughout the organization. Forecasts resource requirements and skills to support strategic business objectives and implement plans to close gaps.

• HR Programs and Services: Leads all aspects of Human Resource services for the assigned location/function/business unit. Implements and executes enterprise-wide and location/business unit-specific HR initiatives and functions, including change management, talent management, leadership development, career management, training and development, performance management, people leader effectiveness, compensation, compliance, and communications. Leads HR-related projects. Liaisons with COEs, HR Specialists and Shared services as appropriate to drive critical HR processes, i.e., salary planning, benefits administration, talent management/employee development, and workforce planning/staffing. Employs a variety of communication strategies to ensure workforce is receiving information in a timely and effective manner. Manages labor relations program as applicable and advise management in application and interpretation of labor contracts. Works with People Leaders to promote an open and inclusive work environment, employee engagement as well as Mosaic’s mission, vision, and strategic priorities to ensure alignment with the corporate strategy.

• Employee and Labor Relations: Leverages employee and labor relations knowledge to optimize management and employee relationships in order to gain credibility and trust. Manages labor relations programs as applicable and advises management in application and interpretation of labor contracts. Dialogues with employee and union leadership, attend union management meetings, and handles grievances, contract negotiations and arbitrations. Manages employee relations issues. Openly listens and responds to employee and people leader questions, issues or concerns and develop appropriate solutions to address them.

• People Leadership (with direct reports): Develops and coaches employees in order to retain and expand organizational talent through focused attention and effort. Provides work direction as well as timely and constructive feedback to ensure employees have a clear understanding of their work, roles, business goals and performance standards. Manages performance issues when necessary. Supports employees in their career development.

What do you need for this role?

• Bachelor degreed in Human Resources, Business Administration or Related Field

• Minimum 5 years of HR or related experience

• Employment laws and practices experience

• Change management experience

• Human Resources Information Systems (HRIS) experience

• HR Expertise - Has a well-developed HR knowledge base; Able to affect organizational success by developing, maintaining, and executing sound HR policies, practices and procedures that support organizational mission and goals; Able to apply the HR expertise and skills to various situations

• Digital mindset

• Able of analytics driven by data

• Solid proficiency in Microsoft Office, including Word, PowerPoint, Outlook, and Excel

• Familiarity with modern HRIS systems, e.g., Workday, SAP and other applicable technology, e.g., PowerBI - preferred

• English Advanced