HR Manager - Remote

About FullBloom

FullBloom provides education and behavioral health solutions that create better life outcomes for children and their families, regardless of the learning obstacles and other challenges they face. The company’s team of over 7,800 education and healthcare professionals work to achieve measurable and sustained academic and behavioral gains through evidence-based programs that include specialized education, Applied Behavior Analysis (ABA) therapies, intervention services, and professional development. Founded in 1976 and headquartered in Philadelphia, PA, FullBloom supports tens of thousands of children and families, over 1,000 school districts, and more than 25,000 teachers annually through its three operating divisions – Catapult Learning, Specialized Education Services, Inc (SESI), and Little Leaves. Learn more at fullbloom.org.

HR Manager

FullBloom has an immediate need for a Human Resources Manager.  This is a true HR leadership role that is expected to operate as a trusted consultant and functional expert to leadership team, as well as provide support to the many field employees. This role will collaborate with other HR leaders across the Company to ensure the business is prepared to support the talent needs as it evolves and grows. This includes supporting the business on the effective on-­‐boarding, development, and deployment of talent to achieve strategic and operational objectives. This position may have direct reports.

SPECIFIC RESPONSIBILITIES

The HR Manager is accountable for building an aggressive HR/Talent agenda that aligns with the business strategy. The talent agenda will include the capabilities to attract and enhance organizational performance; as well as develop, engage, and retain a high level of capability that will deliver consistent growth across the business.

BUSINESS PARTNER/INFLUENCING

• Build credible relationships with HR Peers and Partners
• Proactively work with management to create a culture and work environment that minimizes ER issues. Handle all employee relations issues in a timely manner; manage confidential information as appropriate to protect the organization and its clients.
• Work with leadership to develop a communications cadence and messaging that drives employee engagement and productivity.
• Work with HR peers to ensure appropriate consistency, alignment, and sharing of best practices across the HR organization.  Build and champion rationale for unique practices.
• Facilitate good employee relations with the company’s regional operations groups, and the smooth and profitable delivery of services to clients/customers.
• Coach business leaders on employee relations matters; support the resolution of complex employee relations issues; provide thoughtful and objective consultation.

STRATEGIC ACUMEN

• Facilitate Organizational Development and Design initiatives.  Identify capability and capacity gaps and plans to close.
• Collect and analyze data and dashboards to evaluate “HR health;” anticipate issues; make recommendations as appropriate.
• Devise and implement rewards programs that drive necessary focus, desired behaviors, and heightened employee engagement.
• Advise business leaders to ensure compliance with all federal, state and city laws relating to benefits, compensation, employment, and training.
• Monitors pay scales and ensure job position responsibilities align with compensation structure, competitive market trends, and internal equity.

TALENT MANAGEMENT

• Work closely with talent acquisition to help build a diverse talent pipeline and local brand/relationships where appropriate.
• Interview and evaluate candidates for key positions.  Support assimilation of new leaders.
• Facilitate Talent Reviews and Succession Planning.  Identify themes and key risks.  Implement plans to mitigate turnover and drive development (IDPs, team assignments, next roles, training, mentoring, etc.)
• Coordinate Performance Evaluation process including assessments, calibration, compensation planning. Analyze data for trends or issues.
• Develop and implement necessary training and awareness programs to support quality execution of key people processes (e.g., Performance feedback, recognition, inclusion.)     
• Participate in new hire orientations and exit interviews.  Analyze new hire surveys and exit interviews for themes and opportunities; make recommendations.
• Advise on and implement policies and processes to increase employee engagement.

PROJECT MANAGEMENT

• Support and lead special projects as assigned.

EXPERIENCE AND SKILLS REQUIRED

• Bachelor’s Degree in Human Resources or related field required
• 3+ years’ experience in human resources department
• 1+ years’ experience in a HR leadership position
• Strong understanding of the life cycle of talent management processes, benefits administration, payroll, and other HR functions
• PHR/SPHR certification preferred.
• Excellent communication, influencing, coaching, and planning skills required.