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Job Details

Manager Human Resources Memphis TN

Company name
Smith & Nephew.

Location
Memphis, TN

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Profile

Description ABOUT US Smith & Nephew is a diversified advanced medical technology business that supports\u00a0 healthcare professionals in more than 100 countries \u00a0to improve the quality of life for their patients. We have leadership positions in Orthopaedic Reconstruction, Advanced Wound Management, Sports Medicine and Trauma: \u00b7 Orthopedics Reconstruction - joint replacement systems for knees, hips and shoulders \u00b7 A dvanced Wound Management - wound care treatment and prevention products used to treat hard-to-heal wounds \u00b7 Sports Medicine - minimally invasive surgery of the joint \u00b7 Trauma & Extremities - products that help repair broken bones We have over 15,000 employees around the world. Annual sales in 2016 were more than $4.6 billion .We are a constituent of the UK's FTSE100. SUMMARY The Manager, Human Resources works closely with the HR Director in the implementation and reinforcement of corporate policies related to Human Resources, organizational, and employee development at the functional or division level. S\/he leads a team who consults with employees and managers to address root causes of Human Resources issues, working to resolve complex employee relations issues with a systematic approach.In this capacity, this individual supports senior management, including VPs and Directors with dispersed and diverse populations of employees. The HR Manager may also be directly responsible for an assigned client group. In addition, the incumbent directs company-wide programs and initiatives with our Centers of Excellence (CoEs).Key skills and abilities include coaching, influencing, facilitation, presentation, communication, process development, analysis, project management, and problem solving. ESSENTIAL RESPONSIBILITIES Execution of HR Services Delivery : \u00b7Partner with other HRBPs, HRGs, and CoE\u2019s (Talent Acquisition and Development, Total Rewards, Communication, etc.) to determine needs and solutions that drive performance management culture. \u00b7Implement employee benefit programs, compensation structures, compliance and reporting functions, organizational structure and development, performance management, employee relations, recruitment and retention, diversity and affirmative action processes and company polices. \u00b7Ensure that current and future business needs are reflected in the development and implementation of HR strategies or plans and that all projects and deliverables are aligned with strategic enterprise objectives. \u00b7Prioritize projects and activities and appropriately delegate and allocate work among team members. \u00b7Develop, maintain, and continuously improve processes, systems and technology, measurement practices, and metrics reporting for the HR community. \u00b7Provide planning, project coordination, and management for the development of a cost-effective department. \u00b7Use Workday to manage actionable, proactive metrics that drive forecasting capabilities and strategic insights. \u00b7Provide leadership and guidance to managers enabling adherence to processes around Workday thereby driving data accuracy. Leadership : \u00b7Proactively manage and develop the performance of direct reports and team members through performance management, calibration, resource review and planning, capability, disciplinary, training and development to meet the needs of the business. \u00b7Partner with Talent Acquisition and business partners business partners to assess staffing needs and monitoring recruitment activities and assure talented candidates are identified in the most effective manner. \u00b7Contributes to the strategic direction and formulation of corporate-wide HR policies, procedures, systems, and initiatives. Build and maintain a strong functional team through effective recruiting, training, coaching, team building, and succession planning. \u00b7Ensure work is in compliance with all laws, rules and regulations and in accordance with Smith & Nephew\u2019s high ethical standards and its guiding principles. Other : \u00b7Manage specific projects as determined in the HR planning process and participate in functional and cross-functional initiatives. \u00b7Develop and promote feedback mechanisms for employees to influence the continuous improvement of HR services and processes. \u00b7Perform all activities in compliance with relevant GMP and Quality Systems standards and specifically with FDA Quality System Regulation and ISO 13485. \u00b7Apply high standards of occupational Health & Safety in the workplace to comply with company policy and procedures. \u00b7Foster and maintain strong internal relationships with key HR and business leaders. Qualifications REQUIREMENTS \u00b7Requires understanding and application of procedures and concepts within HR discipline and basic knowledge of other disciplines (e.g. compensation, benefits, talent management). \u00b7Applies understanding of how own team relates to other closely related teams to improve efficiency. \u00b7Has formal supervisory responsibilities, sets priorities for, and coaches employees to meet daily deadlines. \u00b7Uses judgement to identify and resolve day-to-day technical and operational problems. \u00b7Utilizes tact and diplomacy to exchange information and handle sensitive issues. \u00b7Impacts the achievement of customer, operational, project or service objectives, frequently in cross functional teams across the business; work is guided by functional policies. \u00b7Leads others to solve complex problems; uses sophisticated analytical thought to exercise judgement and identify innovative solutions. \u00b7May require occasional travel and overnight stays as required to support customer needs. Position primarily works 1st shift hours but must be flexible\/available to effectively support a 24\/7 operation. \u00b7Supports senior management, including VP, Directors, as well as Business Partners. EDUCATION\u00a0 \u00b7Bachelor\u2019s degree in Human Resources or related field and 8-plus years of HR Generalist experience required with-in a mid-large size corporate environment. \u00b7Master\u2019s degree and\/or Human Resources certification preferred. PROFESSIONAL EXPERIENCE \u00b73 to 5 years of management or supervisory experience preferred. Capacity to understand people issues impacting the business and how the business can create profit and value. \u00b7Demonstrates integrity in all business interactions and honors personal commitments. \u00b7Knowledge of employment laws and practices. \u00b7Expertise in project management and metrics reporting as well as analysis preferred. \u00b7Significant experience with HR People Management systems required; \u00b7Workday experience preferred. \u00b7Strong MS Office software experience required. \u00b7Skilled in database management and record keeping. \u00b7Solid analytical capability with respect to compensation plans, internal equity, and problem solving including conflict resolution and investigation \/ resolution of serious employee relations matters. \u00b7Demonstrated success in working with cross-functional teams. \u00b7Strong process orientation, problem solving and troubleshooting skills. \u00b7Exhibit strong interpersonal skills. \u00b7Ability to provide both verbal and written information clearly, succinctly, and persuasively, as well as ability to influence others. \u00b7Previous mid to large plant (e.g. products, multiple shifts, senior leadership) responsibility.

Company info

Smith & Nephew.
Website : http://www.smith-nephew.com

Company Profile
The Group has a history dating back 160 years to the family enterprise of Thomas James Smith who opened a small pharmacy in Hull, England in 1856. On his death in 1896, his nephew Horatio Nelson Smith took over the management of the business.A few days after the declaration of World War 1 in 1914, Horatio Nelson Smith (the nephew of the company founder T. J Smith) met with an envoy of the French President in London. The company was awarded a contract to supply £350,000 of surgical and field dressings, to be delivered in five months. By the late 1990s, Smith & Nephew had expanded into being a diverse healthcare conglomerate with operations across the globe, including various medical devices, personal care products and traditional and pioneering woundcare treatments. In 1998, Smith & Nephew announced a major restructuring to focus management attention and investment on three business units — wound management, endoscopy and orthopaedics— which offered high growth and margin opportunities.

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