Human Resources Manager

Benefits

Additional Information

Astound is a leading provider of internet, WiFi, mobile, and TV services, dedicated to connecting communities and empowering lives through innovative technology. We also keep businesses connected with dependable fiber infrastructure and internet solutions backed by award-winning service, helping organizations thrive in an increasingly connected world. At the forefront of digital transformation, we continuously evolve our offerings to meet the dynamic needs of our customers-delivering reliable connectivity and groundbreaking digital experiences. Our commitment to excellence extends beyond infrastructure. We invest in our people through personalized training, coaching, and a supportive work environment that fosters growth and opportunity. Employees are empowered to represent a superior telecommunications company while making a meaningful impact in the communities we serve. We offer a robust benefits package that includes rewards, recognition programs, and employee discounts-ensuring our team members are supported in both their professional and personal journeys. At Astound, we believe in creating astounding possibilities for everyone, everywhere. A Day in the Life of the Human Resources Manager: The Human Resources Manager is a key partner collaborating with leaders on matters of performance, conflict, conduct, and disciple. The HR Manager works to maintain positive employee relationships while ensuring compliance with company standards and applicable federal, state, and local laws. This includes facilitating prompt and effective resolution of workplace conflicts and addressing issues for employees, managers, and leaders in a manner consistent with Astound's Mission, policies, practices, and overall business strategy. This position is an individual contributor role. Serves as a primary point of contact for employee relations matters, providing support, coaching and advice to managers regarding performance management, employee discipline, policy interpretation, and termination processes. Conducts complex workplace investigations related to employee claims and provides resolution recommendations to the supporting HR and Operations partners. Prepares summary reports, conclusions, and recommendations. Ability to establish and maintain effective working relationships with employees, management, at all levels of the organization; use reason and de-escalation skills to manage difficult or emotional situations; present facts and recommendations verbally and in writing, plan, design, implement. Advises business management and leadership on ER issues using independent judgement and critical thinking while upholding company values and culture, reducing company risk, and ultimately improving the team member experience. Consults with management in developing employee performance improvement plans. Partners with leaders, Senior HR leadership and internal counsel as needed, on corrective actions, documentation, performance coaching, or other actions for team members. Makes recommendations to internal Legal counsel & leaders regarding employee corrective actions and performance management. Providing substantive review and editing of corrective action documentation. Partners with external Legal employment counsel as needed for escalated matters. Tracks relevant employee data, metrics, & trends to help define process improvements and approaches. Stay informed of changes in federal, state, and local legislation and proactively identify and recommend any adjustments to company policies or practices to maintain compliance. Work with leadership team to coach and implement strategies that improve engagement and productivity. Utilize data to proactively address potential issues and enhance the overall employee experience. Ability to travel to support needs of the market. Perform other duties as assigned. What You Bring to the Table: Minimum 5+ years of experience demonstrated a proven track record of managing and resolving complex employee relations matters in a multi-state business environment to include a minimum of 5 years in a Generalist or higher role. Human resources certification (SHRM/HRCI/CERP) preferred Deep understanding of State and Federal US employment law, EEO regulations, workplace anti-discrimination and accommodations related laws, including Title VII, the ADA, the FMLA and their state law equivalents. Highly skilled in workplace investigations, negotiation, conflict management and employee relations procedures and processes. Investigations experience in a remote/Hybrid work environment. Ability to manage multiple priorities effectively and handle more complex duties with less oversight than a Generalist/Sr. Generalist level role. Communicate effectively (verbally and in writing) with all levels of the organization. Proficiency in Microsoft Office products including Word, Excel, Outlook, Teams, SharePoint, and PowerPoint. Proficiency in HRS systems (Workday, ServiceNow, PeopleSoft etc.)

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