Senior HR Manager

Company:

Marsh

The Senior HR Manager is a critical role within the People Services Function and will support one of our business units across the United States and Canada.

Senior HR Managers coach, support, and advise People Managers, with the goal of developing and enhancing the quality of people management throughout the colleague life cycle. As a result, this role has a direct and positive impact on the colleague experience across Marsh.

Under the guidance of the People Partner and/or the Lead HR Manager, the Senior HR Manager is aligned to a specific group of People Managers at Marsh, with the aim of providing consistent, high-quality support—regardless of business unit or function.

Senior HR Managers are also key to the deployment and adoption of new processes and initiatives aimed at People Managers. They must understand and reflect the local market perspective, while also supporting enterprise-wide alignment where appropriate.

In addition, the Senior HR Manager provides valuable insights to the Centers of Expertise to help inform the development and prioritization of initiatives, programs, and projects designed for colleagues and/or People Managers. This includes providing guidance on local issues, including employment-related legislative and regulatory requirements.

This is a hybrid position with three days required working from our Toronto office.

We will count on you to:

• Be part of the People Function, responsible for deploying enterprise-wide HR programs and initiatives.
• Become immersed in regional and local operations to stay attuned to regional and country nuances across the businesses.
• Act as a consultant by providing guidance and support to People Managers across the full range of activities in the HR portfolio, including:
  • Colleague performance management, skills and competency development, and learning. This may include supporting the implementation of colleague training or mentoring programs and monitoring compliance where required.
  • Communications, change management, and organizational effectiveness.
  • Compensation, benefits, and total rewards—including the year-end process, when HR Managers coach People Managers on performance and reward discussions, and provide advice during the annual benefits enrollment process.
  • Leave, absence, and related topics, including coordinating with the Workforce Administration team for return-to-work accommodations and logistics.
  • Inclusion and diversity awareness and considerations.
  • Employee relations matters, including investigations, performance improvement processes, disciplinary actions, appeals, etc. For more complex matters, the HR Manager will engage the Employee Relations CoE for advice and support.
  • Career development, including succession planning and internal mobility.
• Support—and from time to time take responsibility for coordinating—the rollout and delivery of HR programs in-region, and contribute to process improvements.
• Provide local business or country insights to inform CoEs or People Partners who may be developing strategic solutions to support workforce planning, succession, or performance management.
• During organizational restructuring activities, coordinate necessary activities to support People Managers and affected colleagues, including planning and executing consultations with colleagues about changes affecting roles or terms of employment.
• Ensure regulatory and statutory obligations are met locally, including statutory and/or regulatory reporting requirements.
• Coordinate with the Global Mobility CoE to oversee delivery of all mobility activity and liaise with colleagues and mobility vendors to ensure a successful relocation.
• Consult with People Partners and CoEs to determine best practices, continuously improve delivery…