HR People Operations

Human Resources San Francisco, California


Description

Our client, founded in 1994, is a Bay Area leader in design and service. They are innovative thinkers who come together infusing creativity, learning and passion into their daily environment. Their office channels the staff’s diverse interests into purposeful impact. They work hard and have a desire to create awe-inspiring spaces but they also value the support of having fun while doing what they do best. Their culture is just as epic as their designs.

Job Overview:

A dynamic individual showcasing excellent ‘employee success’ accomplishments and who has an appreciation for architecture and interior design. Our client is searching for someone who is prepared and eager; who is passionate about growing with the team, fostering the team spirit, and joining a highly creative, collaborative team dedicated to creating experiences and innovative problem solving. Additionally, the successful candidate will need to be a dependable self-starter capable of working autonomously, as well as be able to seamlessly work as part of a team.

The Role:

Strategy: Upper management/Ownership liaison to the company at large for HR issues and process improvements, reporting to the Director of Operations and ultimately the Chief Operating Officer.

HR issue point person; staff would relay concerns through this individual

Legal: Working with the Director of Operations, this candidate is responsible for ensuring proper paperwork is in compliance; for example LC2810.5 forms are up-to-date.

Performance: lead the Performance Review process. Coordinate with Project Managers, relevant upper management, 3rd party stakeholders (for any additional review input/references), and employees to facilitate an engaging and value-added performance appraisal. Timeline yearly (employee anniversary date) or as-needed.

People development: Manage, measure, and guide the Professional Development goals of the firm. For example, they want to implement a Mentorship program. This candidate would be responsible for ensure its successful implementation, track progress along the way, and adjust as needed for lessons learned and best practices.

  • Measure training requests and outcomes against 1) budget 2) goals outlined in performance appraisals and 3) limits set forth in company policy.

Budgets/Resources: work with the Director of Operations to provide recommendations into the Annual Operation Plan (aka budget) to ensure the company has the necessary HR resources to meet their goals.

Bring new ideas to the table.

Meet deadlines as requested in a fast-paced project environment.

Have fun doing what the company does!

 

Bonus Points – Process improvement/parking lot wish list:

Performance reviews: implement a 120-day probationary review. The company currently has a 90-day probationary review, but there was some concern that 90-days is not long enough to adequately gauge success. So a 120-day review was recommended

Performance reviews: for all other employees, implement a mid-year review. Perhaps not as official, but instead a ‘touch’ on last year’s goals to ensure things are on the right trajectory

Regarding the Performance Review processes, become completely paperless by the end of 2017.

Organize a seminar on “Giving and Receiving Feedback”.

 

Their Ideal Teammate:

5+ years professional Human Resources experience, post-graduation.

A degree in H.R. or a related field, from an accredited school.

Well organized and able to balance multiple projects simultaneously and adhere to strict deadlines.

Ridiculously detail oriented, with the ability to effectively and efficiently communicate & comprehend design direction.

A deep investment and ownership of projects.

A sense of humor and emotional intelligence in stressful situations.

Loves food, goofing off, and team outings, and in general, be a cool person to be around.