Senior Human Resource Generalist
Veolia North America

Hackensack, New Jersey


Company Description

Veolia aims to be the benchmark company for ecological transformation. With nearly 179,000 employees worldwide, the Group designs and provides game-changing solutions that are both useful and practical for water, waste and energy management. Through its three complementary business activities, Veolia helps to develop access to resources, preserve available resources, and replenish them. In 2020, the Veolia group supplied 95 million people with drinking water and 62 million people with wastewater service, produced nearly 43 million megawatt hours of energy and treated 47 million metric tons of waste.

Job Description

Summary/Objective:

The Senior HR Generalist (HRG) position is responsible for aligning business objectives with employees and management in the region. The position will serve as a member of the regional leadership team. The position serves as a business partner to management on human resource-related issues. The successful HRG acts as an employee champion and change agent. The role assesses and anticipates HR-related needs; and communicates proactively with the Corporate HR department and business management. The HRG seeks to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRG maintains an effective level of business literacy about the business unit's financial position, its medium term plans, its culture and its competition.

Primary responsibility


* 253 employees in Hackensack; 43 exempt, 210 non-exempt


* 1 location includes T&D, Customer Operations, & Transportation


* 1 union contracts


* Matrix reporting to Sr. Director of Operations

Principal Areas of Responsibilities:

  • Provide consultancy services to management in all areas of HR. Advise and counsel employees on HR policies, procedures and practices. Ensure compliance with all Company policies, consistent with Company objectives and government regulations
  • Coordinate with Compensation and Talent Acquisition & Development teams in the development and review of job descriptions, posting of new positions and coordination of interviews with the goal of building a pipeline of talent. Coach the hiring managers and other interviewers, resulting in the lowest possible turnover and the highest levels of new hire quality and talent.
  • Liaise with local administrative support and communications managers in the day-to-day overall coordination of HR regional services and communication (i.e. employee events and employee communications)
  • Coordinate all leaves of absences (LOA), liaise with employees and manage employee returns following all company policies and practices. Lead accommodations review in coordination with EHS Manager. In coordination with workers compensation coordinator, manages light duty return to work.
  • Provide guidance to employees for benefit related issues. Liaise with the benefits department and participate in benefit related discussions and decisions affecting the business, as directed by the VP of HR. Participate and facilitate the annual open enrollment programs and handles benefits inquiries for region.
  • Handle employee and labor relations issues including investigations, grievances and complaints in accordance with company investigation practices and progressive discipline policy. Work with managers and employees for resolution and/or disciplinary action as appropriate.
  • Administration of compensation programs including STIP (Short Term Incentive Program) and salary adjustment programs (i.e. position in range adjustments). Manage the Performance Development Review (PDR) and Employee Development Review (EDR) Process for the region. Manages communication around annual bonuses and merit for the region.
  • Work with Sr. Director of Operations and department managers in coordination with VP of HR to develop succession and development plans for key talent. Provide coaching and development to employees and managers, including feedback sessions and performance improvement plans. Assist with department and/or project re-organization to align with Company objectives.
  • Provide guidance and oversight of new hire process; assist managers with onboarding of new hires. Coordinate with HR Employee Service Center on new hire orientation process. Works with several departments to ensure new hires have equipment, uniforms, badges etc. on day 1.
  • Provide guidance for all disciplinary issues; ensuring legal and state compliance.
  • Recommend changes to HR related policies according to knowledge of company objectives, government regulations, and labor contract terms.
  • Ensure compliance with all Federal, State, Local and internal policies, procedures and communication. Responsible for the review, update, and communication of all State policies to management and non-exempt staff, if applicable.
  • Perform all HR related reporting associated with regulatory requirements.
  • Manage labor relations issues. Actively participate and assist Director of Labor Relations with contract negotiations.
  • Work closely with EH&S Managers on safety issues and participate in special training initiatives. Partner in investigations and/or coordination of Workers Compensation claims to ensure all company policies and state agency regulations are followed accordingly.
  • Work closely with legal on any employment related immigration, EEOC, DOL, employee ligation or union matter.
  • Participate and coordinate the design and delivery of HR training programs; assist in the selection of participants for programs. Conduct/facilitate training. Conduct training needs assessments. Coach and counsel supervisory staff on all HR matters.
  • Participate in community outreach events and meetings.


* Participate in due diligence, reviews and assessment of new business opportunities


* Complete special projects and periodic reports as assigned by VP of HR

Core Competencies

  • Understanding of the Utility business model.
  • Excellent verbal & written communication skills.
  • Knowledge of labor regulations.
  • Ability to present to various groups.
  • Ability to provide consultation services and influence all levels of staff.
  • Demonstrated ethical behaviors and high level of integrity.
  • Cultural awareness of the business units and the business.
  • HR Expertise and practical knowledge.

Work Environment / Travel

This job operates in a professional office environment as well as field operation. This role requires the incumbent to be onsite and in the field to perform duties, participate in meetings, activities, client meetings, due-diligence efforts, etc.

Position Type/Expected Hours of Work

This is a full-time position. Days and core hours of work are Monday through Friday, 8:00 a.m. to 4:30 p.m. This position may require long hours and occasional early/late hours to meet with employees on different shifts.

Required Education and Experience

  • Minimum of 3 to 5 years' experience resolving complex employee relations issues with both union and non-union staff.
  • Solid understanding of NJ state employment laws
  • Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
  • Previous managerial experience desired.

Preferred Education and Experience

  • Undergraduate degree in business related field required.
  • Excellent administration, organizational. Presentation and implementation skills required.
  • Must be highly confidential
  • Must have ability to prioritize work and multitask while delivering high quality results.
  • Ability to shift priorities, work independently and effectively perform under pressure

Additional Eligibility Qualifications

  • SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment

Qualifications

Required Education and Experience

  • Minimum of 3 to 5 years' experience resolving complex employee relations issues with both union and non-union staff.
  • Solid understanding of NJ state employment laws
  • Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.

Additional Information

VNA is committed to the principles of equal employment opportunity. VNA's practices and employment decisions, including those regarding recruitment, hiring, assignment, promotion, compensation, benefits, training, discipline, and termination shall not be based on any person's sex, race, color, religion, ancestry or national origin, age, disability, marital status, sexual orientation, pregnancy, veteran status, citizenship status or other protected group status as defined by applicable law. VNA gives fair consideration to all qualified individuals and affords all employees and applicants opportunities for advancement according to their individual abilities without regard to membership in any applicable protected category. No opportunity for hire, advancement or any other condition of employment will be diminished through unlawful discriminatory practices.



 



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