Senior HR Managernew

Company:

Marsh

Description:

The Senior HR Manager is a critical role within the People Services Function and will support one of our business units across the United States and Canada.

Senior HR Managers coach, support, and advise People Managers, with the goal of developing and enhancing the quality of people management throughout the colleague life cycle. As a result, this role has a direct and positive impact on the colleague experience across Marsh.

Under the guidance of the People Partner and/or the Lead HR Manager, the Senior HR Manager is aligned to a specific group of People Managers at Marsh, with the aim of providing consistent, high-quality support—regardless of business unit or function.

Senior HR Managers are also key to the deployment and adoption of new processes and initiatives aimed at People Managers. They must understand and reflect the local market perspective, while also supporting enterprise-wide alignment where appropriate.

In addition, the Senior HR Manager provides valuable insights to the Centers of Expertise to help inform the development and prioritization of initiatives, programs, and projects designed for colleagues and/or People Managers. This includes providing guidance on local issues, including employment-related legislative and regulatory requirements.

This is a hybrid position with three days required working from our Toronto office.

We will count on you to:

• Be part of the People Function, responsible for deploying enterprise-wide HR programs and initiatives.
• Become immersed in regional and local operations to stay attuned to regional and country nuances across the businesses.
• Act as a consultant by providing guidance and support to People Managers across the full range of activities in the HR portfolio, including:
  • Colleague performance management, skills and competency development, and learning. This may include supporting the implementation of colleague training or mentoring programs and monitoring compliance where required.
  • Communications, change management, and organizational effectiveness.
  • Compensation, benefits, and total rewards—including the year-end process, when HR Managers coach People Managers on performance and reward discussions, and provide advice during the annual benefits enrollment process.
  • Leave, absence, and related topics, including coordinating with the Workforce Administration team for return-to-work accommodations and logistics.
  • Inclusion and diversity awareness and considerations.
  • Employee relations matters, including investigations, performance improvement processes, disciplinary actions, appeals, etc. For more complex matters, the HR Manager will engage the Employee Relations CoE for advice and support.
  • Career development, including succession planning and internal mobility.
• Support—and from time to time take responsibility for coordinating—the rollout and delivery of HR programs in-region, and contribute to process improvements.
• Provide local business or country insights to inform CoEs or People Partners who may be developing strategic solutions to support workforce planning, succession, or performance management.
• During organizational restructuring activities, coordinate necessary activities to support People Managers and affected colleagues, including planning and executing consultations with colleagues about changes affecting roles or terms of employment.
• Ensure regulatory and statutory obligations are met locally, including statutory and/or regulatory reporting requirements.
• Coordinate with the Global Mobility CoE to oversee delivery of all mobility activity and liaise with colleagues and mobility vendors to ensure a successful relocation.
• Consult with People Partners and CoEs to determine best practices, continuously improve delivery methods, and incorporate regional or country-specific nuances to guide local implementation.
• Support peers and less experienced HR Managers as needed to ensure consistent, high-quality service across all locations for which the team is responsible.
• If requested, coach and/or manage less experienced HR Managers.
• Operate without oversight in most situations and deputize for the Lead HR Manager from time to time, as needed.
• In partnership with our Talent Acquisition team, use their insights into the business units to provide input to candidate and role profiles, or participate in interviews for certain roles if requested.
• Support People Managers with onboarding new hires, ensuring an appropriate onboarding plan has been developed by the People Manager.

What you need to have:

• A minimum of 5 years of relevant experience in HR alongside a requirement for suitable qualifications.

What makes you stand out:

• The confidence and experience to operate without regular supervision across the full breadth of HR activities, taking the initiative to involve specialist colleagues/experts as needed.
• Experience supporting managers with employee relations case management, including investigations and the administration of hearings.
• Demonstrated ability to effectively coach People Managers at all levels of the business—including senior executives—through all aspects of the employee life cycle, with varying degrees of complexity.
• Ability to identify opportunities to improve the service provided by People Services, with experience leading efforts to define and implement changes that deliver better service to People Managers.
• Experience and willingness to coach and support less experienced HR colleagues.
• A track record of successfully supporting project/initiative implementation across a population of managers, while recognizing broader business objectives and perspectives across multiple business lines and geographies.
• Thorough understanding of local laws, regulations, company policies, and HR processes, and familiarity with MMC’s internal and external formal processes.
• Demonstrated commitment to ongoing self-investment to maintain up-to-date professional knowledge and competence.
• Excellent interpersonal skills, with the ability to connect with colleagues across the business and the wider HR community, including CoEs and People Partners, as needed,
• While all Marsh Core Competencies are important for this role, those particularly critical to success include:
• Client service: Responding effectively to internal client needs
• Collaboration: Valuing and working well with diverse others
• Communication and influence: Communicating clearly and engaging others skillfully
• Innovation: Finding new and better ways of doing things
• Change agility: Remaining open and agile in response to change
• Learning orientation: Continuously learning and developing yourself

Why join our team:

• We help you be your best through professional development opportunities, interesting work and supportive leaders.
• We foster a vibrant and inclusive culture where you can work with talented colleagues to create new solutions and have impact for colleagues, clients and communities.
• Our scale enables us to provide a range of career opportunities, as well as benefits and rewards to enhance your well-being.

The applicable base salary range for this role is $94,600 to $141,800 CAD.

The base pay offered will be determined on factors such as experience, skills, training, location, certifications, education, and any applicable minimum wage requirements. Decisions will be determined on a case-by-case basis. In addition to the base salary, this position may be eligible for performance-based incentives.

We are excited to offer a competitive total rewards package which includes health and welfare benefits, tuition assistance, 401K savings and other retirement programs as well as employee assistance programs.

Marsh (NYSE: MRSH) is a global leader in risk, reinsurance and capital, people and investments, and management consulting, advising clients in 130 countries. With annual revenue of over $27 billion and more than 95,000 colleagues, Marsh helps build the confidence to thrive through the power of perspective. For more information, visit marsh.com, or follow us on LinkedIn and X.

Marsh is committed to embracing a diverse, inclusive and flexible work environment. We aim to attract and retain the best people and embrace diversity of age background, disability, ethnic origin, family duties, gender orientation or expression, marital status, nationality, parental status, personal or social status, political affiliation, race, religion and beliefs, sex/gender, sexual orientation or expression, skin color, or any other characteristic protected by applicable law. In accordance with the Accessibility for Ontarians with Disabilities Act, 2005, Marsh will provide a reasonable accommodation to employees and prospective employees to the point of undue hardship upon request and as required in respect of the individual’s particular restrictions and limitations. If you require a specific accommodation because of a disability or medical need, please contact [email protected].

Marsh is committed to hybrid work, which includes the flexibility of working remotely and the collaboration, connections and professional development benefits of working together in the office. All Marsh colleagues are expected to be in their local office or working onsite with clients at least three days per week. Office-based teams will identify at least one “anchor day” per week on which their full team will be together in person.

This is a Replacement position.