Human Resources Manager

Job Description
The Human Resources Manager is responsible for being an effective leader responsible for ensuring Human Resource practices and programs are aligned with the organizations mission and values. The HR Manager will partner with in-region and global HR partners to analyze, address, and support the strategic Human Resources initiatives for the organization. This position operates in a matrix environment with senior leadership and business partners, as well as all People Strategy pillars. This role is a combination of functional and strategic work supporting AGS’s overall business, company strategy and goals.
Responsibilities
· Work with HR Director to understand business goals, as well as implement new approaches, policies, and procedures to effect continual improvements in business objectives, productivity, and development of HR within the organization.
· Understand the full-cycle talent system and each stage of the employee lifecycle and applies that understanding to support the creation of thoughtful integrated solutions that are reinforced by Employee Experience programs.
· Strategic Partnerships:
Partner with HR Director and leadership to translate the strategic and tactical business plans into HR strategic and operational plans.
· Performance Management:
Provide coaching and support to managers on performance- related issues. Identify training and development needs and coordinate relevant programs.
· Employee Relations:
Forster a positive working environment through effective communication and conflict resolution. Serve as a point of contact for employee concerns, grievances, and disciplinary actions. Manage and resolve complex employee relations issues. Promote company values and culture across all levels of the organization.
· Maintain in depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
· DE &
I Initiatives:
In partnership with DEI Program Managers, provide leadership with meaningful opportunities to leverage DEI efforts through training, succession planning, as well as internal and external relationships. Ensure equitable and inclusive organizational policies are upheld.
· HR Strategy and Planning:
Contribute to the development of HR strategies aligned with business objectives. Conduct workforce analysis and provide insights to support strategic planning. Monitor HR metrics and report on key performance indicators.
· Data Analytics:
Analyze trends and metrics in partnership with HR team to develop solutions, programs, and organizational policies.
· Drive core Talent Strategy (Learning and Development, Talent Management and Talent Acquisition) initiatives with internal stakeholders.