Background
Location: Hybrid – work-from-home and office: 303 E Wacker Dr., Suite 2200, Chicago, ILType: Full-time, Permanent positionDivision: Administration Reports to: SVP, Talent & Strategy
Overview
Intersport, a leader in integrated marketing, media, events, and entertainment for more than three decades, provides expertise in the areas of:
- Agency Services: brand consulting, creative, content production, digital, experiential marketing, field marketing, hospitality, social media marketing, and sponsorship consulting
- Properties – owned-and-operated live sports and lifestyle events and media assets airing on broadcast and digital networks
Intersport is seeking to add a strategic and responsive Manager, or Senior Manager, Talent & HR to its Talent team. The Talent team is integral to providing new team members an excellent onboarding experience and acting as a resource and to team members across functions and locations, with a mission to attract, develop, and retain top talent. The Manager/Senior Manager will lead the company’s day-to-day HR function. This role will focus on all aspects of performance management, talent development, team member relations, onboarding, and training and development.
Since this position serves at the most senior HR leader at the company, it requires someone with an aptitude for employment and related labor laws, previous exposure to Payroll/Benefit Systems, and reporting processes. As the Manager/Senior Manager, Talent & HR, one will thrive on delivering results in a fast-paced environment.
Responsibilities
General
- Embody and reflect Intersport’s performance-based culture and commits him/herself and team to the highest standards for all agency work
- Work effectively with cross-functional teams to deliver executional excellence
Lead the following:Policy Creation and Enforcement
- Improvement : apply a strong bias for action in identifying and proposing improvements, both incremental and substantial, that can make a positive impact on the total talent experience for our company’s team members, both in the immediate- and long-term
- Enforcement: help update and enforce HR policies in accordance with federal and state laws
- Handbook: maintain company handbook and internal guidelines to reflect legal updates
- Training: administer annual sexual harassment training and other required and ad hoc trainings
Team Member Relations
- Onboarding: lead the onboarding process and oversee quality assurance of onboarding (e.g. complete background checks and necessary forms – IT/hardware, desk location, etc.)
- Offboarding: lead voluntary transitions out of company
- Under-Performance and Conflict Resolution: facilitate with department leaders and managers to resolution; performance improvement plans, etc. and manage workplace issues to include disciplinary actions in compliance with federal, state, and local employment regulations
- Involuntary departures: gather separation data, finalize separation agreement, hold termination meetings/calls, provide assistance to affected team member(s)
- Coach: assist team members, both managers and managees, on a variety of HR-related best practices
- Recognition: develop recognition strategies and administer programs that celebrate our team members
Performance Management
- Programming: interfacing with company HRIS system, facilitate troubleshooting on behalf of company/team members, serve as a go-to resource to answer questions, communicate timelines, etc.
- Administer: support the implementation of performance review processes and track improvement plans
- Assistance: troubleshoot and answer questions, help team members/managers with career development initiatives in alignment with business goals
Data Analysis
- Metrics: compile and analyze HR metrics, (e.g. turnover rates and other considerations) and to support strategic decision-making internally
- Reports: prepare reports for Talent and senior leadership on workforce trends, performance, and engagement
Assist/develop skills in the following:Payroll
- Process and Assist: interfacing/opening state payroll; full-time and part-time team members, etc.; occasionally process HRIS changes when Specialist is unavailable
Benefits Administration
- Planning: end support as needed for the annual benefits open enrollment process and occasionally aid employees in the benefit selection process
- Assist in tracking employee leave (e.g. FMLA and similar) according to policies and procedures; assist with the processing of short- and long-term disability information for all new claims, facilitates employment information relating to unemployment insurance claims, and maintain and update appropriate records
- Assist with general questions regarding benefits, open enrollment, HR policies and procedures
Reporting and Compliance
- Ongoing: assist with compliance calendar to ensure federal, state and local reports are completed by the team on time (e.g. 5500, EEO-1, etc.)
Team Member Engagement
- Learning & Development: Assist in “One Company” and committees management, Mentor Program, fireside chats, coffee sessions, etc.
Recruitment & Talent Acquisition
- Planning and Response: Assist in identifying staffing needs and related pipeline, recruiting, and hiring activity
The salary range for this role is: $55,000 to $92,000, depending on full-time, non-internship professional relevant experience. Manager: 4 to 6 years' experience; Senior Manager: 6 to 8 years' experience
Qualifications
- Bachelor’s degree in HR required
- Manager: Four (4) to Six (6) years’ experience in a HR generalist or HR manager role (marketing or advertising agency experience a plus)
- Senior Manager: Six (6) to eight (8) years’ experience in a HR generalist or HR manager role (marketing or advertising agency experience a plus)
- Ability to manage multiple programs/projects concurrently, inclusive of a highly detail oriented and organized approach
- Desire to work in a fluid, entrepreneurial, fast-paced environment
- Proactive, team player with a strong work ethic
- Must be accurate and thorough
- Must employ a mature and reliable demeanor and be entrusted with high-level and confidential information while working with appropriate discretion
Intersport is an Equal Opportunity Employer.
