Human Resources Jobs in East Rutherford, NJ (NOW HIRING)

Our client is a fast growing predictive analysis software company located in Lower Manhattan. Our client is completely transforming the automotive industry through innovative technology that distills complex big data in the most intuitive, productive way. Our client can predict which customers are ready to buy - and the exact reasons why.

Their breakthrough technology and proprietary algorithms provide the most accurate behavior prediction insights on the most intuitive platform, putting actionable data at your fingertips. They can tell you exactly why - revealing the motivating factors that pertain to every prospective customer. They provide the end-to-end, turnkey resources to enable micro-targeted marketing communications that maximize customer engagement, drive loyalty, and deliver quantifiable sales results. They turbo-charge the sales process by increasing productivity and effectiveness.

Their high growth and demand to hire innovative, ambitious, and take charge individuals is a key initiative in 2017. They are building an organization to address year-over-year accelerated growth and seek creative minds to achieve those goals.

Are you ready to put your vision to work? Do you enjoy the process of building a human resources department ensuring you can establish the people strategy? Do you measure your success through employee engagement surveys? If so, then look no further and join our clients new team. They seek a highly passionate and driven individual with strong business acumen and a high EQ to be their first Human Resources Business Partner.

The right candidate will be capable of immediately establishing working relationships with their growing management team and employee population. Partnering with the Chief People Officer, the key deliverables of this role will be to devise a people strategy including Mission, Vision, Values, and cultural projects. The role requires a strong ability to handle all types of employee relations investigations and engagement projects. Overall, the right candidate must be a self-starter who has the ability to make an immediate impact on an organization and is capable of direct, honest communication.

Responsibilities:

• Partner with the Chief People Officer to establish a strong people strategy that aligns with the business strategy for a high-growth organization.
• Provide guidance and challenge managers on how to effectively manage change within the organization, such as department reorganizations, to align with business objectives, leadership top-grading, and role evolution.
• Drive results based on business goals and strategies by defining and executing specific people-focused initiatives including talent-related initiatives and employee development programs.
• Develop a performance management program that requires quarterly goals, self-assessments, manager 1:1 effectiveness, and compensation alignment.
• Partners closely with the Learning and Development Department to create a new hire orientation program including human resources, product, organizational, and cultural indoctrination.
• Develop the education, communication, and service delivery methods for all HR Practices, Policies, and Programs including talent assessment, performance and compensation management, diversity and inclusion, human capital metrics, and coaching.
• Serve as a strategic business advisor to all managers during a period of high growth to assist them in their business issues including determining staff plans, performance metrics, development of their management skills, and employee engagement strategies.
• Handle all employee relations issues and concerns including investigations and regulatory compliance including ADA, DOL, EEOC, DFEH. Ensure company compliance with all training and posting requirements.
• Establishes a "stay - on" interview program to ensure retention of new employees due to the aggressive hiring strategy for 2017 and 2018.
• Manage the ADA and FMLA requirements as it relates to business assessment and impact on the department productivity.
• Create programs and implement strategies that will have an impact on business results. Must have a passion for business and helping leaders solve their business issues through people strategies.
• Build the human resources department infrastructure including an employee handbook, establish policies and procedures by working closely with the leadership team, and develop key processes to address employee relations and employment issues.
• Work closely with the talent acquisition team to hire and assess talent to properly to meet the objectives of the roles in each area of the business. Ability to interview and validate candidates for cultural fit.

• 5-7 Years as a Human Resources Business Partner or Generalist.
• Bachelor's degree in a related field.
• Extensive knowledge of human resources principles, practices, and employee relations resolutions.
• Demonstrated success in developing and launching programs that drive business results.
• Experience training managers and employees on various topics including performance management and career development best practices.
• Strong belief in an ongoing performance management strategy versus the traditional annual review programs.
• Must show a progressive nature in thinking through business solutions and cultural transformation.
• Experience working in a high-growth environment and ability to manage through constant change. Strong understanding of the impact that the evolution of a fast-moving company has on the employee population. SaaS company experience a plus.
• Ability to facilitate manager and employee sessions to develop Mission, Vision, Values and engagement assessments.
• Strong verbal and written communication skills with the ability to be direct, assertive, and influential with the leadership team.
• Exceptional judgment and demonstrated ability to make sound decisions and be creative in developing alternative solutions in a fast-paced environment.
• Displays confidence, emotional intelligence, and decisiveness. Ability to determine when to escalate an issue for resolution.
• Strong business acumen, including knowledge of business operations and financial reporting a plus.
• Demonstrated ability to drive change and create a focused goal-oriented environment.
• Ability to navigate HRIS systems and use people data to devise business strategies and resolve issues.
• Capable of handling multiple priorities and enjoys the challenge of problem solving on a daily basis.
• Experience working with outside legal counsel a plus.
• Some travel required but less than 20%.

All your information will be kept confidential according to EEO guidelines.