Schneider Geospatial Careers

Description

• Experience in managing the entire gamut of HR functions with demonstrated leadership qualities.
• General knowledge of the principles and practices of Human Resources Management as well as employment laws in the US and also (preferably) the UK.
• Should have experience of managing in a distributed work environment and driving best people practices.
• You are a partner and connector, who builds trusted relationships with leaders by providing deep insights and helping them see around corners.
• Able to take a broad interest in the success and development of the company and the entire HR function as a whole.

• Self-driven. You have superior organizational skills, integrity and great follow through on tasks.
• Naturally curious. You’re innovative, extremely creative and constantly looking for ways to improve upon things.
• Obsessive about culture, employee experience and engagement. You are self-aware with a balanced short and long-term view, great at building and managing relationships and networking.
• Fun. You’re a charismatic people person who can talk to anyone; you’re flexible, fearless, and excited to help build something awesome and share it with the world.
• Motivated. You understand the impact of a highly-satisfied and driven workforce.
• Business Centric. You are able to balance the need to build a great place to work while understanding how that fits into the strategic and financial targets of the business.

• Responsible for all people practices, including but not limited to Performance Management, Talent Development, L&D, Compensation & Benefits, annual pay / performance reviews, and employee survey outcomes and activities.
• Lead the HR function and be a key member of the leadership team to create and deliver the HR strategy for the business and ensure that the business objectives are met.
• Ensure legal, security and audit compliance of HR systems and processes; stay on top of changing regulations and update policies and processes to mitigate risk exposure.
• Collaborate with the leadership team on the formulation of key strategies by anticipating HR issues and solutions as appropriate, and design and implement policy and processes from scratch.
• Provide sound advice on cultural practices, where necessary. Support the corporate culture, vision and values. Successfully enhance employee morale & retention and build committed teams.
• Works with the management team and the Board to vet acquisition opportunities including due diligence on the target’s HR practices and integration workstreams upon closing of the transaction.
• Coaches managers in the development and management of team members.
• Leads recruitment, onboarding, and training efforts to ensure staffing targets are met.
• When needed, handles discipline and termination of employees in accordance with company policies.
• Will be more of an administrative/operational role with some strategic elements.

• Collaborates with senior and executive leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention.
• Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.  Can design and implement core HR initiatives for both tactical purposes (~12 months) and mid- to long-term purposes (12-36 months). 
• Oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent recruitment & management; productivity, recognition, and morale; occupational health and safety; and training and development.
• Conducts research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS) or talent management system.
• Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
• Develops and implements departmental budget. 
• Facilitates professional development, training, and certification activities for HR staff.
• Oversees and serves as backup on payroll for both US and UK employees when needed.
• Oversees and services as backup on office management duties when needed.
• Performs other duties as required.

• Excellent verbal and written communication skills. 
• Excellent interpersonal and negotiation skills
• Excellent organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Excellent presentation skills for both internal employee communications and Board communications.
• Strong analytical and problem-solving skills.
• Strong supervisory and leadership skills.
• Ability to adapt to the needs of the organization and employees.
• Ability to prioritize tasks and to delegate them when appropriate.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software.
• Experience with Rippling is a plus.
• Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.

• Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree preferred.
• At least five years of human resource management experience, with prior experience working in SaaS, GovTech, and/or PE backed companies preferred.
• SHRM-CP or SHRM-SCP highly preferred.

• Prolonged periods of sitting at a desk and working on a computer.
• Must be able to lift 15 pounds at times.
• Occasional travel to various office locations and acquired sites.