Hr Manager / Jr Hr Business Partner

About The Company

Industrious is the largest premium workplace-as-a-service provider and home to the highest-rated workplaces in the industry. Everything we do comes down to creating great days for teams of all sizes and stages, including our own. We believe that what makes a great day at work is the people on your team, and the problems you get to solve together. We’re looking for people who love thinking outside the box and thrive in a truly collaborative setting. As teammates we encourage new ideas and toast every win. We’re excited about having a meaningful impact on people’s workplace experience.

Great days also start when everyone can be their authentic self at work. Diversity of backgrounds, thoughts, and ideas is critical to our success in delivering great workplace experiences, both for our members and for each other. Industrious is committed to creating an inclusive, respectful environment that embraces your individuality and quirkiness. You are valued for who YOU are. We celebrate our people as individuals who can accomplish great things when we work together as one team.

We are proud to have been recognized as one of America’s 500 fastest-growing companies in 2020 by Inc. Magazine and one of Forbes’ Best Startup Employers.

To learn more, visit www.industriousoffice.com/careers .

About The Role

As the HR Manager (Jr. HR Business Partner), you will be instrumental in ensuring we have high performing, engaged teams and be responsible for delivering results. You’ll be spend your time partnering with managers in manager and leadership coaching, employee relations and other HR initiatives. You’ll touch multiple business lines, and have a significant impact on business outcomes.

You are not afraid to get your hands dirty, and can easily pivot from smaller administrative tasks to high level work. Where you work matters to you; you couldn't be in HR just anywhere but have to be passionate about the product and people in order to feel engaged. You love working with employees at all levels of the organization; you love to assess employee and team needs and make recommendations for appropriate solutions. You are excited at the opportunity to build out new programs and initiatives and make your mark on an organization.

You do not have an ego, you are open to suggestions but have a point of view. While you enjoy bouncing ideas off of your team, you also excel working autonomously. You are driven to see initiatives through from start to finish and love seeing the fruits of your labor in practice. You are flexible and can deal with anything thrown at you at any given moment-this is HR after all! When things are at their most fast faced, that's when you’re at your best; you hate to be bored-- sifting through the ambiguity, reacting calmly but quickly. You are service driven to your clients and see the HR function as a strategic business partner, not the HR police, but you balance thoughtful, risk averse solutions that consider business needs.

Responsibilities

Leadership People Support:

• Support with L&D training opportunities that affect your population; provide perspective on content and aid in facilitation as needed
• Partner with managers on performance management, employee engagement & development, and conflict resolution
• Support and help facilitate the overall Performance Management process in partnership with the Talent/L&D Teams
• Provide business partnership to Unit Operations team, primarily the General Manager population and their direct reports as well as junior managers within the Sales, Tenant Experience, Facilities, Sales and IT teams.
• Design and adapt our people processes as we scale, provide coaching and support to our leaders and managers
• Drive planning and implementation of company-wide HR initiatives in conjunction with the HRBP DEI&B programs and cultural engagement for the entire organization

Coaching and Manager Development

• Deliver appropriate coaching and development feedback to managers and leaders
• When managers approach you with a problem, you can provide recommendations or tools needed to solve

Employee Relations

• Identify trends as issues arise and propose solutions to mitigate
• Lead, investigate and resolve employee relations matters and investigations
• Document and track ER cases
• Create/revise performance management tools at all levels

Project Management

• Oversee key HR initiatives as part of the larger team; complete from start to finish including assembling key stakeholders, process docs, communications and other areas of the PM process

Other

• Foster relationships interdepartmentally and cross functionally
• Evaluate and recommend best practices in the application of HR systems and policies, best practices
• Other ad hoc HR services as needed

Qualifications

• Excellent oral and written communication skills; ability to communicate succinctly, thoughtfully and effectively
• Highly organized with a keen attention to detail; you catch the things others miss and don't mind if that takes you an extra 5 minutes
• Experience creating new policies or procedures, or identifying areas of opportunity with existing ones
• Demonstrated success coaching, advising, and providing support to leaders across multiple levels (Director and below)
• Experience within a leaner HR model; ability to wear many hats and operate with a generalist versus specialized mindset
• Experience supporting multiple client groups of at least 150 employees
• Strong project management skills; proven experience completing projects from start to finish and rallying key stakeholders
• Able to take a birds-eye view in a new organization and make recommendations/Demonstrated ability to think creatively and strategically with a track record of building new approaches, systems or creating unique new opportunities
• Excitement around operating in ambiguous spaces and often reasoning through problems without a guidebook; (but then you decide to make the guidebook)
• 6-8 years of progressive HR experience with at least 3 years as an HR Manager or Jr. HR Business Partner

Requirements: In order to be considered, applicants must have the following:

• At least 1 year of experience supporting a field operation i.e. retail, hospitality, restaurant or other dispersed populations ideally from the service industry
• Working knowledge across key HR areas including general benefit knowledge, 401k practices, state and federal labor laws (specifically for NYC, MA and CA), different leaves of absences types, sick policies, non-exempt pay practices

Industrious In The News

• Jamie Hodari On “Massive Opportunity Ahead” As Industrious Expands Internationally
• Industrious Expands in Europe, Asia With Two Deals as Employers Back Flex Work
• How Coworking Companies Like The Wing And Industrious Are Intersecting With Retail
• CBRE Invests Another $100M in Industrious to Fund Global Expansion