Job Abstract

Division and Unit Overview

Human Resources is responsible for developing and implementing human resource strategies and programs for the American Chemical Society (ACS).   Human Resources provides strategic and operational resource support to all divisions with talent acquisition, talent management, employee relations, performance management, change management, benefits administration, compensation administration, training, organization development, and succession planning. The customer base is diverse, including current, former, and potential employees, organizational leaders, American Chemical Society members, and outside vendors. The HR team directly serves over 800 Washington, DC affiliated employees and over 1,100 Columbus, Ohio affiliated employees. In addition to the Washington, DC and Columbus, Ohio locations, there are approximately 200+ employees affiliated through ACSI.

Position Summary

This position, serving as a trusted advisor and partner, proactively provides strategic HR support to leaders and employees within assigned business units to execute their business strategies. Areas of focus, include, but are not limited to the following: talent management (workforce planning, retention, succession planning), change management, organization design and effectiveness, engagement and culture, diversity and inclusion, career development and employee relations. The position requires an understanding of the internal structure of the Society, including the Columbus operation and the Washington DC operation, since many major initiatives are developed jointly between the Washington and Columbus HR teams.  The incumbent reports to the Senior Manager, Human Resources.  The incumbent ensures that programs, policies, and procedures are compliant with legal requirements and meet the Society’s strategic objectives.   Once programs, policies and procedures have been approved, the incumbent plays a major role in their implementation and ongoing administration.  Position support base may be domestic, international or both.

Work Design: Works under general managerial direction on goals and objectives that have a significant impact on the organization.  Works with unit objectives and expert knowledge as guidance.  Develops systemic solutions for highly complex problems.  Uses analytical, interpretive, evaluative and/or constructive thinking to reach solutions.

Position Accountabilities

1. Expert resource and partner with leadership to align human resources strategy with business strategy.
2. Using insight into the business environment, provides coaching and guidance to leadership and staff in a variety of ways including but not limited to organizational design, talent management, leadership and employee development, policy application, and other areas necessary to advance the business.
3. Supports and guides employees and management in the areas of professional development and team building.
4. Works closely with management and employees to improve work relationships, build and maintain positive morale, increase productivity and retention.
5. Facilitates employee relations instances to lead to positive outcome.
6. Serves as an internal coach.
7. Advises management on organizational restructures to include change management principles, organizational design, and implementation/execution plan.
8. Demonstrate a commitment to diversity and inclusion by integrating a mindset around diversity and inclusion constantly.
9. Acts as a change agent to business through process design to support change and transformation using best practices.
10. Manages or analyzes trends and metrics in partnership with peers to develop programs and solutions as well as creates reports on said data.
11. Partner with client groups in executing all cyclical processes such as annual compensation, performance management, strategic workforce planning, succession management, and Employee Engagement Survey analysis and action planning.
12. Administers programs, researches, recommends, and develops improvements to current programs.
13. Leads or participates on projects- both internal HR projects as well as corporate projects.
14. Collaborates with other internal HR functions or external consultants to execute on areas such as: talent acquisition, compensation, benefits, and systems.
15. Provides facilitation services for business units.
16. Participates in the development and review of policies and procedures.
17. Keeps up to date on HR trends, legislation and regulations affecting programs; ensures compliance with legal provisions and reporting requirements.

Education/Experience/Technological Knowledge

Bachelor’s degree in Human Resources Management, Business Administration, Organizational Development or the Sciences or equivalent experience required; may have an advanced degree or equivalent experience; 10+ years of progressive HR experience in areas such as coaching, talent management/development, employee relations, diversity and inclusion, performance management, total rewards or change management required. Exceptional analytical and critical thinking skills, with proven ability to organize and analyze data and trends to effectively drive business decision making. Certifications in Coaching, Change Management, and/or HR designation such as SHRM-SCP, highly desirable. Proficiency in Microsoft Office suite – including Excel, Word and PowerPoint. Ability to work in a fast paced environment and handle multiple tasks with great attention to detail. May involve occasional business travel – up to 10%.

EEO/Minority/Female/Disabled/Veteran