929 HR Policies Jobs

Essential Duties

Talent Acquisition & Onboarding

− Manages the overall talent acquisition process by ensuring robust practices are in place to recruit, select, and onboard qualified candidates, including, but not limited to:

• Maintains current job descriptions, liaises with hiring managers to understand candidate requirements, manages internal/external job postings in support of Magnas Global Recruitment Policy, pre-screening and selection, interview coordination and participation, and employment offer acceptance and rejection.
• Interfaces with third party staffing agencies to negotiate staffing agreements and coordinate contingent worker staffing.

Development & Succession Planning

− Manages and coordinates activity to support ongoing organizational development and succession planning, including but not limited to:

• Administers the overall training registration and record process.
• Manages the annual talent and succession cycle and associated programs to build bench strength. Ensures that robust and appropriate development activities are identified and progressing.

Continuous Performance Management

− Manages a range of continuous performance management activities, including but not limited to:

• Goal setting, check-in’s, annual performance evaluation, and probationary reviews.
• Counsels leaders on progressive discipline steps to manage underperformance, as necessary.

Culture & Engagement

Fosters a culture which supports Magna’s Core Values and Employee’s Charter, including, but not limited to:

− Maintains positive employee relations by supporting Magna’s Open Door process at all times. Ensures prompt and effective resolution of employee and leadership concerns.

− Administers the annual Employee Opinion Survey. Partners with divisional leaders to develop action plans which promote continuous improvement to internal engagement scores. Provides regular status updates to employees outlining progress.

− Responsible for administration of the High Five Employee Recognition Program. Ensures submissions are reviewed and published accordingly.

− Maintains and monitors the employee suggestion program.

− Coordinates occasional activities/events to support comradery, trust, and collaboration across the organization.

Communication & Information

Manages organizational communication and information processes to keep employees and leaders informed, including, but not limited to:

− Administers personnel and organizational announcements.

− Maintains MagnaNOW and communication board screens.

− Publishes Employee Handbook and other policy/procedure information to the Shared Drive.

− Coordinates, facilitates, and compiles monthly Employee Meeting communications and content.

Total Rewards

Manages divisional total rewards and incentive programs, including, but not limited to: compensation, benefits, wellness, retirement savings, and other incentives.

− Manages the payroll process, including: reconciliation, submission, reporting, etc.

− Administers the overall compensation process: market survey participation and data analysis, pay range composition, CTC structure, and annual compensation reviews in accordance with Cosma/Magna pay practices.

− Manages eligibility and enrollment for divisional benefits and retirement savings programs: healthcare, NPS, and Provident Fund.

− Manages the employee leave of absence process.

− Manages global mobility and immigration case management as required.

Compliance

Responsible to ensure compliance to all compliance-related audits and/or inspections, including, but not limited to:

− Acts with honesty and integrity in all business matters and makes ethical business decisions in accordance with Magna’s Compliance Policies. Ensures all employees complete ethics and legal compliance training as directed and assigned by Magna. Reports all confirmed or potential non-conformances to the Global HR Director immediately.

− Complies with all regulatory compliance and labor law requirements (local and government).

− Oversees annual compliance audits related to LEA (labor employment), TISAX, and ISO/IATF by limiting non-conformances where possible and closing open actions promptly.

Leadership

Demonstrates broad leadership capability to ensure priorities align to the overall business strategy.

− Coaches other leaders to support their continued growth and to ensure successful management of their teams.

− Strategically plans and prioritizes HR initiatives to support divisional business needs.

− Successfully delegates tasks to HR support staff, as appropriate, to ensure balance of responsibilities, as well as ongoing growth and development of the team.

− Develops and interprets effective policies and procedures to ensure fair and consistent treatment of all employees, including the Employee Handbook.

− Fosters open communication and supports the Open Door process.

− Manages the HR Department budget annually, including facilitation of strategic workforce planning efforts.

− Resolves issues promptly with a fair and equitable mindset.

Other / Administrative

− Maintains data integrity of the HRIS system by ensuring all personnel changes are entered timely.

− Maintains strict confidence of employee records, information, and situational issues.