Plans and directs the effectiveness of human capital through the development, communication, implementation and measurement of human resources (HR) initiatives and policies. Generally, leads a team of HR professionals in a defined area of responsibility or account(s). May serve as the HR single point of contact (SPOC) for Americas Region within a line of Business. Primary HR contact and leader for a company line of business within the Americas Region. Primary business partners are senior management.
ESSENTIAL DUTIES AND RESPONSIBILITIES Leads by applying a combination of strong relationship and trust building, innovative HR practices, and inspiring teams and leaders towards outstanding people outcomes.
Responsible for providing strategic direction, guidance, training and support for human resources issues.
Provides HR leadership for a designated area of responsibility through the implementation and interpretation of policies and programs, coordination of information flow, and marketing of HR strategy.
Links overall HR strategy into business plans for all lines of business within assigned line of business /area of responsibility.
Understands the business and is closely aligned with the business leaders.
Acts as the liaison between corporate HR and the regional operations.
Responsible for managing all HR personnel and assets within an area of responsibility.
Implements required initiatives and best-demonstrated human resources practices in conjunction with management.
Provides direction and leadership to a large staff of HR professionals across countries within an area of responsibility.
Provides strategic and tactical Human Resources insight into operational issues, goals and initiatives, forming a strong working partnership with relevant finance and operations team members is particularly important in this regard.
Assists leadership in areas of responsibility in developing the employees; manages the training and development for the area of responsibility.
Ensures compliance with the corporate policies and procedures.
Provides interpretation of corporate policies and procedures; i.e. guides managers in handling sensitive issues regarding performance management and other employee relations matters.
Enhances employee and management performance by identifying training and development needs, offering and evaluating appropriate training programs, ensuring effective utilization of performance management feedback systems and processes.
Implements required initiatives and best-demonstrated HR practices in conjunction with management.
Ensures employees are trained on topics including sexual harassment, selection, motivation, office productivity, performance management and diversity.
Provides HR insight into operational issues and goals.
Receives monthly reports for analysis and interpretation on employee level detail.
Uses data to make educated decisions and suggestions to management.
Prepares and audits data to ensure appropriate business decisions are being made within the areas of responsibility.
Uses data to make educated decisions and suggestions to management.
Assists management in identifying, analyzing and resolving human resources issues.
Coordinates and counsels management on the proper handling of all reductions in force.
Supervises, and sometimes leads, investigations of possible employee misconduct within the assigned area of responsibility.
Performs other duties as assigned.
SUPERVISORY RESPONSIBILITIES Manages the planning, organization and controls for a major functional area or department.
May be responsible for a mix of direct and matrix reports.
Approves subordinates' recommendations for staff recruitment, selection, promotion, advancement, corrective action and termination.
Effectively recommends same for direct reports to next level management for review and approval.
Monitors appropriate staffing levels and reports on utilization and deployment of HR. Leads and supports staff in areas of staffing, selection, training, development, coaching, mentoring, measuring, appraising and rewarding performance and retention.
Leads by example and models behaviors that are consistent with the company's values.
QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
EDUCATION and EXPERIENCE Bachelor's degree (BA/BS) from 4-year college or university and a minimum of 10 years of related experience.
Masters degree (MA/MS) a plus.
CERTIFICATES and/or LICENSES None.
COMMUNICATION SKILLS Ability to comprehend, analyze and interpret business documents.
Ability to respond effectively to the most sensitive issues and to maintain confidentiality.
Ability to make effective and persuasive presentations on complex topics to employees.
Ability to motivate and negotiate effectively with key employees and client groups to take desired action.
FINANCIAL KNOWLEDGE Requires knowledge of basic financial and accounting terms and principles.
Ability to manage the departmental budget.
Ability to perform basic mathematical functions and prepare complex spreadsheets using Excel functions.
REASONING ABILITY Ability to solve advanced problems and deal with a variety of options in complex situations.
Requires strong analytical and quantitative skills.
OTHER SKILLS and/or ABILITIES Intermediate Microsoft Word, PowerPoint and Excel skills required.
Knowledge of PeopleSoft.
Ability to perform work that requires in-depth analysis, judgment and resolution in complex situations and circumstances.
Assignments are broad in nature with little or no direct supervision.
SCOPE OF RESPONSIBILITY Decisions made with thorough understanding of procedures, company policies, and business practices to achieve general results and deadlines. Responsible for setting work unit and/or project deadlines. Errors in judgment may cause long-term impact to HR department.
Internal Number: 19017436
With broader and deeper capabilities than any other company, CBRE is the leading full-service real estate services and investment organization in the world.
CBRE Group, Inc. is the world’s largest commercial real estate services and investment firm, with 2017 revenues of $14.2 billion and more than 80,000 employees (excluding affiliate offices). CBRE has been included in the Fortune 500 since 2008, ranking #214 in 2017. It also has been voted the industry’s top brand by the Lipsey Company for 17 consecutive years, and has been named one of Fortune’s “Most Admired Companies” in the real estate sector for six years in a row. Its shares trade on the New York Stock Exchange under the symbol “CBRE.”
CBRE offers a broad range of integrated services, including facilities, transaction and project management; property management; investment management; appraisal and valuation; property leasing; strategic consulting; property sales; mortgage services and development services.