People Solutions Consultant

Overview

A world leader in innovative, casual footwear, Crocs, Inc., is dedicated to the future of comfort. Our original and most famous style, the Classic Clog, is instantly recognized around the world — and for good reason: since 2002, we’ve sold more than 600 million pairs in over 90 countries! We achieved our status as a global leader in the casual footwear category by taking an inherently simple approach to uniting style, modern comfort, and value.

Every day, we make a choice to have an open mind and look on the bright and colorful side of life. We embrace and celebrate the uniqueness in everyone, inviting the world to Come As You Are!

We are looking for a People Solutions Consultant for a dynamic role within Human Resources to help drive the business! As part of a team of PSCs, this individual will support and drive enterprise-wide People initiatives. They function as a process and systems change agent, while also serving as a resource to middle management and individual contributors on human resources-related issues. This individual works to become a trusted advisor to leaders in the functions that they support and develops the ability to shift between strategy and tactical execution seamlessly. The PSC is responsible for providing employee relations and other day-to-day support to the Sr. Director, HR Business Partner to which they report. They assess and anticipate People-related needs, recommend innovative solutions, and serve as a Center of Excellence (COE) liaison by working to improve efficiency and the employee experience.

What You'll Do

• Handle and resolve employee relations issues by conducting effective, detailed, and objective investigations.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance, partnering with the legal department as needed/required.
• Provide day-to-day performance management guidance to support group (coaching, counseling, career development, disciplinary actions).
• Provide HR policy guidance and interpretation.
• Work on a variety of projects that are crucial to the success of the HR operating model of the future.
• Help to build and upgrade various processes, practices and policies used by HR and the workforce.
• Work agilely on various project assignments and is comfortable being redeployed based on the team and business’s need.
• Work closely with their end users — employees and managers — and with various COE teams who provide deep HR expertise to help them with their project assignments.
• Understand needs of end-user and the business and can help craft relevant, scalable solutions.
• Analyze HR trends and metrics in partnership with the broader HR team; develops solutions, programs, and policies based on this data/information.
• Partner with other PSCs, the People Support Team and other COEs as appropriate to identify and address process improvements and drive other initiatives as needed.
• Provide guidance to and connects employees with proper resources and ticketing systems (LOA, Benefits, and other Total Rewards systems).
• Provide support to Talent Acquisition during the recruiting and onboarding phase.
• Provide talent development, coaching and other training support for individual contributors and manager level employees.
• Provide input on business unit restructures, workforce planning and organizational planning.
• Participate in evaluation and monitoring of success/impact for training programs. Follows-up to ensure training objectives are met.

What You'll Bring to the Table

• 2+ years of experience in one or more human resource subject area, such as employee relations, talent acquisition, benefits, compensation, or performance management, or similar experience in similar fields are required.
• Bachelor’s degree or equivalent experience in human resources management or similar field. Professional experience, beyond requirement in a related field can be used for a degree requirement on a year for year basis.
• Solid understanding of general HR subject areas, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
• Excellent interpersonal skills and ability to optimally communicate, both written and verbal at all levels of organization.
• Experience coordinating and driving projects with cross functional teams.
• Proven track record as a strong partner to the business.
• Demonstrated understanding of employment law, compliance and policy development and implementation.
• Proficiency in Microsoft Office.
• Proven sensitivity to confidential materials/issues.