HR Generalist

Human Resources Generalist

Company description A division of Publicis Groupe, Publicis Digital Experience is a network of top-tier agencies designed to develop capabilities and solutions to enable growth and provide scaled access to the digital capabilities of Publicis Groupe in service of our clients. Together, the Publicis Digital Experience portfolio endeavors to create value at the intersection of technology and experiences to connect brands and people.

Our model to transform every brand experience will help clients navigate, develop, and activate commerce in a way that will provide them with a future-proof model for modern marketing. With our unique expertise in consumer engagement, CRM, and commerce, Publicis Digital Experience powers brands and empowers people in a new era of creativity. An ever-changing landscape and the need for fluid thinking is just part of our problem-solving nature.

Which means we're untethered from any specific medium or method we go where ideas will work best. We are an expanding network with more than 5,000 employees, with agency brands throughout our global offices. Publicis Digital Experience brands include Razorfish, Digitas, Arc Worldwide, Saatchi Saatchi X, Plowshare, 3

Share, and the Publicis Commerce Exchange.

The Human Resources (HR) Generalist position is a key role that partners with management on business decisions related to people strategy and supports all Human Resource-related activity for internal client groups including but not limited to the Analytics and Finance teams. Responsibilities include an emphasis on strategic people partnership and a focus on employee relations management and performance management. Through active listening, sound advice and effective coaching, the HRG will build trusted relationships with and be sought for advice from leaders, managers, employees and HR Centers of Excellence.

Work together win together:
The HR Generalist partners closely with other members of the HR Centers of Excellence, including Talent Acquisition, Benefits, Payroll, Talent Management, Learning and Organizational Development, and Compensation. The HR Generalist will also build strategic relationships with leaders in the business, as well as their management teams and employees. This is a hybrid role, requiring 3 days a week in-office.

• Interact and engage with all levels of associate population.
• Additionally, be able to influence without direct authority across a dynamic highly matrixed, team environment.
• Directly collaborate with and support Global Finance and Human Resources Leadership Teams from HR perspective.
• Support, investigate, counsel, and coach in the following ways:
  Conduct investigations on claims received.
• Prepare and execute RIFs and involuntary terminations.
• Work with managers to create and deliver written disciplinary actions.
• Ensure that employees receive timely, objective and actionable feedback.
• Assist in maintaining a positive work environment.
• Work closely with management and employees to improve work relationships, increase employee engagement and morale, and increase productivity and retention.
• Partner with managers on delivering and maintaining Performance Improvement Plans.
• Drive and provide feedback to COE's to continuously improve overall HR initiatives such as annual merit process, performance management lifecycle, mentoring, recognition initiatives, HRIS reporting, associate survey reporting, etc.
• Ensure adherence to company policies and procedures.
• Apply knowledge of HR practices & principles and the laws and regulations affecting HR.
• Data-Driven Leader:
  Run various HRIS reports to create routine and ad hoc reports for your needs, and your clients' needs including turnover analysis, recognition reports, promotion reports, etc. Gain insights to drive business decisions and transformations.
• Must have the Ability to manage multiple demands simultaneously and meet aggressive deadlines.
• Keep your fingers on the pulse of the organization by conducting exit interviews and stay interviews; provide feedback to your clients on key themes while maintaining the confidentiality of individuals.
• Document resignation trends and coach leadership on ways to minimize voluntary turnover.
• Coach and advise employees on problem resolution; help them identify solutions and encourage them to constructively resolve conflicts.
• While continuously looking for and recommending the most efficient organizational design.
• More tactically, will need to coordinate employee transfers or promotions into open positions, working with managers to ensure smooth transitions, and provide feedback on resulting salary changes as needed.
• Client-centered approach; acknowledge and/or respond to inquiries from clients and colleagues promptly.
• Leverage HR knowledge to partner with the business on special initiatives, org restructuring, workforce planning and succession management.
• Ability and interest to learn the business' core functions, culture, industry and…