Human Resources Program and Project Management, Senior Manager

DescriptionReports to the Director, People Strategy and Employee Relations. This position is responsible for the annual business and financial planning processes for the Human Resources / Internal Communications function, reporting on our progress towards our strategic goals through our capital projects, supporting the HR Leadership Team in designing off-sites, meetings and all-hands meetings. Broad support to the Chief Human Resources Office and SVP, Internal Communications for Board and enterprise deliverables.
This position also manages the non-employee Resource Tracking function, several mid-sized projects, and several internal SharePoint sites. Principal Duties and Responsibilities: Business and Financial Planning: Accountability for the function s operational and capital budgets and financial planning cycles:
Manage, track, and report on the usage, risk and variances of the operational and strategic budgets across all cost centers and projects.
Monitor headcount vacancies and work with the HR Leadership Team and the HR/IC People Managers to understand salary implications to budget (hiring offers, changes in salary and incentives, etc.). Track and report on any risks and opportunities.
Develop and maintain the dashboards to report on the health of the strategic project portfolio. This dashboard should illustrate the impact of the projects on our strategic goals, any identified risks and the financial implications, and track capacity and demand. Liaison with our Finance and EPG (Enterprise Portfolio Governance) Teams to deliver a cohesive dashboard.
In conjunction with our Finance partners, manage the quarterly and annual strategic planning processes.
Human Resources Leadership Team
High Performing Team: Orchestrate the design of HRLT meetings and off-sites that deliver on agreements, decisions and action items in support of the HR Leadership Team as a High Performing Team: Plan agendas, document decisions and agreements and track action items for the HRLT off-sites and meetings.
Continually ensure that our focus on becoming and remaining a High Performing Team is a standing topic for HRLT meeting discussions.
Assist the HRLT to identify connection points for work, processes, talent development, and capabilities.
Creating and managing the HRLT @shield page and/or SharePoint site. Support to the Chief Human Resources Officer, SVP of Internal Communications: Provides broad support of the CHRO s work to the Senior Staff, the Board, the HR/IC function and the enterprise:
Synthesize strategic presentations for the Board of Directors and/or Sr. Staff meetings.
Prepare presentations for the HR/IC function that illustrates our current progress toward our strategic goals and also our path forward as we plan for future activities/projects.
Create and maintain calendars that share the function s key milestones, important leadership meetings, and other key enterprise milestones that are important to executive leaders
Great Place to Work Support for the HR Function: Maintain HR/IC internal SharePoint site with vital information including:
HR Organizational charts & responsibilities
CHRO calendar
CEO Direct Reports Calendar
All Hands meeting materials
HRLT information
San Francisco & El Dorado Hills seating charts
HR/IC initiative status reports
Operating Committee & CEO dashboards
Executive Recruiting budget tracking documentation Non-Employee Resource Tracking: Oversee non-employee onboarding and off boarding activities including:
manage timely termination of workers or ensure compliance and timely onboarding of workers to avoid business interruption
Work with internal/external teams to ensure smooth process of up to 5,000 contractors and consultants, local and international
Understand BSC core business offerings identify risks to business operations
Provide leadership in understanding and translating corporate strategies into program portfolio
Identify and track performance metrics towards meeting the strategic goals and drive out inefficiencies
Work with various internal and external stakeholders to continually document and improve the resource tracking process


Minimum Education & Experience Requirements:

Minimum of 5-7 years of people leadership experience

Transformational management of an Finance/HR Shared Services / chief of staff experience preferred

3-5 years of Project Management leadership required, complex HR project driver experience preferred (both process and systems projects)

3-5 years of medium to large size budgetary oversight experience required

Change Management leadership, planning and implementation experience preferred

Strong leadership communications, presentation, and meeting facilitation skills (both written and verbal) Bachelor s degree required; emphasis on Finance preferred; Masters degree preferred

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