Role Overview
The HR Manager is the head of Human Resources, responsible for overseeing all HR-related decisions, plans, and activities. This role requires a strategic and operational approach to ensure the organization´s HR objectives align with broader business goals.
Essential Functions And Responsibilities
10% General Management
- Lead and participate in HR projects, ensuring successful delivery within timelines and budget;
- Support global initiatives, including activities related to inclusion, diversity, and belonging developed by Business Resource Groups (BRGs);
- Consult with line management, providing HR guidance when necessary;
- Analyze trends and metrics in partnership with the HR team to develop solutions, programs and policies.
30% Talent Acquisition
- Develop and implement effective recruitment strategies to attract and hire top talent;
- Collaborate with hiring managers to identify hiring needs, set recruitment priorities, and develop talent pipelines;
- Define recruitment KPIs, track metrics, and analyze data to improve recruitment processes and outcomes;
- Provide regular updates and reports on recruitment activities and metrics to senior leadership and key stakeholders;
- Oversee the full recruitment life cycle, ensuring a positive candidate experience at every stage;
- Ensure operational excellence for every step of the recruitment process (e.g. position intake, job descriptions, interview structure & process, interview scorecards, offer communication);
- Drive recruitment projects and initiatives to support organizational growth and talent acquisition objectives, such as employer branding campaigns and recruitment process improvements.
10% Compensation, Benefits, and Career Development
- Provide guidance on business unit restructures, workforce planning, and succession planning;
- Analyze market data and manage salary policies to ensure competitive pay and benefits;
- Support decisions regarding new hires, promotions, and transfers;
- Ensure favorable conditions with the Union for Sirva employees and guide managers on union compliance;
- Oversee the budgeting process for HR activities.
15% Payroll
- Fully manage and maintain payroll operations to ensure the accurate and timely employee payment of employees. This includes checking and signing off payroll prior to completion in the payroll system and submission to the outsourced tax provider;
- Conduct payroll audits and ensure compliance with legislative requirements;
- Ensure compliance with local legal regulations and provide support and expert advice to the business on payroll.
- Provide appropriate reports, liaise with relevant external regulatory bodies as required;
- Working closely with Benefits Team to ensure that all benefit plans are appropriately administered and reported;
- Serve as the escalation point for complex payroll queries and issues;
- Recommend and implement payroll process improvements to enhance productivity.
15% Training and Development
- Identify training needs for business units and individual executive coaching requirements;
- Monitor and evaluate training programs to ensure objectives are met;
- Work with management and employees to improve workplace relationships, morale, productivity, and retention;
- Manage the employee performance cycle.
5% Compliance
- Ensure adherence to HR policies, procedures, and regulations;
- Provides HR policy guidance and interpretation;
- Maintain in-depth knowledge of legal requirements related to employee management, reducing legal risks and ensuring regulatory compliance. Partners with legal department as needed;
- Conduct effective, thorough, and objective compliance investigations;
- Resolve complex employee relations issues.
15% HR Business Partner (HRBP)
- Conduct regular meetings with leadership team;
- Act as a trusted advisor, providing guidance to employees and leadership on HR matters;
- Offer day-to-day performance management support, including coaching, counseling, career development, disciplinary actions.
Qualifications And Preferred Skills
- Bachelor´s degree in Human Resources, Psychology, Business Administration or a related field.
- 10+ years of experience in Human Resources, with a proven track record of leadership and strategic HR management;
- International experience is a plus but not necessary;
- Fluency in English is required; proficiency in additional languages is highly desirable;
- Strong problem-solving and conflict-resolution skills, with the ability to handle complex situations effectively;
- Self-motivated and capable of operating in a self-directed and fast-paced environment;
- Ability to understand and align the direction and strategy of SIRVA Relocation.
SIRVA Worldwide Relocation and Moving is a global leader in moving and relocation services, offering solutions for mobility programs to companies of every size. With 75 owned locations and more than 1,000 franchised and agent locations in 177 countries, we offer unmatched global breadth supported by localized attention and innovative technology that strikes the right balance of self service and human support. From relocation and household goods to commercial moving and storage, our portfolio of Brands (SIRVA, Team Relocations, Allied, northAmerican, & SMARTBOX) provides the only integrated moving/relocation solution in the industry. By leveraging our global network, we deliver a superior experience that only a “one-stop shop” can provide. We’re a team that works globally to provide the best service locally — a company that is everything you need, everywhere you need it. For more information please visit www.sirva.com.
SIRVA brings together strong, collaborative people in a dynamic culture of mutual respect, support, and passion for the brand and product. We believe innovation drives winning performance, and we constantly challenge ourselves to be the very best we can in every aspect of our business. You will be surrounded by some of the brightest and most driven people in the industry. At SIRVA, you will be in great company!
At SIRVA, we're committed to cultivating a workplace that reflects the diversity of the global organizations that we serve. We recognize that building an inclusive, engaged company culture results in empowered employees that reflect a wide range of approaches and perspectives. Those perspectives lead to new ideas. New ideas lead to innovation and excellence. Our approach to diversity, equality and inclusion is driven by a commitment to these values and a belief that diversity makes our company stronger.
SIRVA is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, military status, genetic information or any other consideration made unlawful by applicable federal, state, or local laws. SIRVA also prohibits harassment of applicants and employees based on any of these protected categories.
If you need a reasonable accommodation because of a disability of any part of the employment process, please send an email to Human Resources at HRSIRVA@SIRVA.com and let us know the nature of your request and your contact information.
