23 days old

Senior HR Generalist

prAna
Carlsbad, California 92010

 

Overview of prAna

 

From the first days designing clothing in a garage, prAna’s initial vision to connect yoga and climbing to mindful living has captivated thousands. It’s ensured that prAna clothing and gear are made with intention - that every detail from trim and linings to hangtags is carefully designed to enhance our lives today while still considering the needs of tomorrow. Since 1992, this vision has been at the root of prAna’s relationships with customers and retailers. And, it has helped the company to foster a community of active, free spirited customers that share its values.

 

Today, the brand has evolved beyond our rock climbing and yoga roots to include lifestyle and performance clothing. The clothing is designed at prAna with style and versatility in mind. prAna is deeply committed to mitigating the impact they have on the environment in manufacturing and selling its clothing and that all products are made in safe and fair working conditions.

 

Each year, prAna welcomes increasingly more people to the prAna way of life through a multi-channel strategy including their own branded stores, a fast-growing direct ecommerce business, catalogs and an established wholesale distribution of over 1,400 retailers across the US, Canada, and Europe.

 

prAna is part of the family of brands in the CSC portfolio, including Columbia, Mountain Hardwear and Sorel. prAna is headquartered in Carlsbad, California and operates as a wholly owned subsidiary of Columbia Sportswear Company.

 

 



Overview of the Position:

The Senior HR Generalist provides senior level professional Human Resources knowledge, skill and service to prAna.  They work with individuals at all levels of the company to analyze human resource needs and develop/implement effective solutions.  They provide HR support in the area of solutions for managers and employees in the interpretation of policy, effective performance management, and guidance on building highly engaged teams.  This role addresses company policy questions and trains new hires and managers in HR policies and processes.

They they also manage the Office Services team to ensure overall effectiveness of office operations and administrative support. This includes directly supervising 2 administrative team members and closely partnering with the Facilities Manager on matters related to the building, facility procedures and overlapping safety matters.

They role model prAna and CSC company values and professionalism and handle sensitive documents and confidential information with the utmost integrity and discretion. They work independently and utilize independent discretion and judgment. The scope of responsibilities requires a high degree of self-direction, organization, planning, collaboration with others, communication, sound judgment, decision making, and follow-through.  To be successful they must be self-confident yet humble, warm and engaging with a persuasive style of communication, detail-oriented and have a genuine, positive attitude and disposition. They contribute to the foundation of prAna’s Culture and People and work closely with HR peers and colleagues at Columbia Sportswear Company and directly impacts the overall effectiveness of HR and prAna.

Essential Functions and Responsibilities:

 

1.       Employee Services and Relations

a.       Day-to-day quarterback to execute on escalated employee issues, provide guidance, explain complexities in global environments

b.       Assists managers and employees with development counseling

c.       With business acumen and customer-service and solutions-orientation, responds to and resolves employee questions and needs, providing HR guidance and expertise regarding prAna policies, practices and applicable employment laws, escalating matters to the prAna VP of Culture and People when necessary

d.       Manages investigations; performs initial intake, consults with Talent Partners where escalation and recommendations lead to a performance action

e.       Serves as primary point of contact for employee questions; works closely with prAna VP of Culture and People on more complex performance management matters

f.        Conducts exit interviews for exiting HQ employees; compiles themes and insights with recommendations for management to improve retention

g.       Proactively recommends solutions and initiates action on opportunities to enhance the employee experience at prAna

h.       Reviews and distributes employee communication company-wide, modifying as needed to ensure consistency with prAna’s company culture and professionalism

i.         Through hands on support with employees and managers identify trends within business and employee base on areas of improvement, training, etc.

j.         Manage and participate prAna employee teams and efforts, in conjunction with VP HR

 

2.       Recruitment and Hiring

a.       Assists with recruitment processes including interview coordination and materials in collaboration with CSC Talent Acquisition Partners

b.       Provides assistance with PI surveys; utilize knowledge and understanding of PI to guide Managers when needed

c.       Monitor accuracy of offer letters and temporary assignment letters for HQ

 

3.       New Hire Orientation, Onboarding and Training

a.       Proactively leads, coordinates and conducts new hire orientation and onboarding program for prAna HQ, in collaboration with prAna VP of Culture and People

b.       Evaluates, recommends and implements improvements, in partnership with management and prAna VP of Culture and People

c.       Facilitates the creation of onboarding plans with Managers, utilizing prAna’s onboarding templates; facilitates 90-day onboarding reviews between Manager and employee

d.       Conducts orientation meetings with new hires; reviews and ensures completion of required employee information (I-9s), benefits and enrollment information with new hires; assists with completion and enrollment

e.       Provide management training on HR policies and procedures in a group or individual setting.  

f.        Provide training and assistance to employees and Managers on Workday and related processes

 

4.       Wellness Programs

a.       Serves as primary contact for CSC HR on benefit programs

b.       Coordinates annual open enrollment with CSC HR and assists with developing communication tools to enhance understanding of prAna’s benefit package. Distribute materials for benefits orientations, open enrollment and summary plan descriptions. Provide training and support to all eligible employees.

c.       Manages onsite fitness program and offerings for the Carlsbad office, with help from the Admin team serving Fitness Coordinator; oversees maintenance of Carlsbad fitness equipment and maintenance plan in conjunction with Facilities Manager.

d.       Manages and coordinates lunch and learn/guest speakers as needed

 

5.       HR Programs and Policies

a.       Aids CSC HR’s Centers of Excellence regarding HR compliance to ensure all functions and appropriate parties are appropriately informed of relevant information

b.       Manage policy and practice tools and documents related to employee policies and procedures

c.       Develops, recommends and implements specific HR programs and/or policies with a focus on prAna’s unique company culture; prepares and maintains prAna’s employee-facing guidelines, policies and related communication and training

d.       Manages prAna’s employee recognition program, including the annual employee awards

e.       Review Employee Handbook and makes recommendations to CSC HR to ensure all information is up to date and pertinent

f.        Continually enhance knowledge of state and federal regulations and current trends/practices pertaining to Human Resources.  Provide expertise and ensure company practices comply with regulations.  Attend training and educational courses to enhance knowledge of all HR areas.

 

6.       Safety, Workers’ Compensation and Leave of Absences

a.       Leads and manages prAna’s safety team and compliance, in coordination with CSC and prAna’s Facilities Manager

b.       Administers workers’ compensation claims and related activities

c.       Monitors leave of absences and manages interactive processes, when required

d.       Serves as primary point of contact for Managers and employees regarding workplace accidents or injuries

e.       Manages compliance with OSHA regulations in coordination with CSC and Facilities Manager

 

7.       HR Process Management, Recordkeeping and Reporting

a.       Manages HR recordkeeping, administration processes and systems

b.       Maintains prAna HR SharePoint and Wiki page

c.       Routes new hire and termination information to prAna stakeholders for appropriate processing (e.g. KWI set up, prAna employee discount, prAna gift cards)

d.       Maintains employment-related files and required documentation (e.g. I-9, EEO) in accordance with relevant employment laws and company’s policies and procedures and CSC

e.       Manges and responds to unemployment, disability, and PFL claims and responses

f.        Prepares reports on key HR metrics (e.g. turnover, QBR); analyzes reports and reports on observations and recommendations

g.       Ensures legally mandated posters and notices for headquarters and retail stores are posted; monitors and ensures compliance with required postings and notices

 

8.       Team and Budget Management

a.       Leads and manages office services team

b.       Builds cohesive and high performing team

c.       Hires and selects team members

d.       Conducts performance and pay reviews

e.       Manages performance; address performance issues, with input from business areas the team members support

f.        Approves time off requests and time cards

g.       Manages office services budget and additional budget areas assigned to scope of position

h.       Develops annual goals and budget for areas of responsibility; facilitates individual goal planning and development

i.         Approves invoices for specific budget areas

Job Scope

Job involves recurring work situations with frequent variations from the norm.  Job involves a moderate degree of complexity.  The incumbent operates from established and well-known procedures but is occasionally required to create and implement new ones.  Duties are performed under minimal supervision and work is checked on an occasional basis by results and sometimes prior to implementation.  Decisions are made within general departmental guidelines.  Errors in judgment might put the Company at risk of being accused of unfair employment practices violating State and Federal Labor laws.  Errors in judgment may also cause or contribute to the inappropriate communication of confidential information, misinformed employees and insufficient or ineffective staffing, resulting in low employee morale and ultimately productivity.

 

Interpersonal Contacts

Contacts are normally made with others both inside and outside the organization.  Internal contacts include employees across prAna, members of the CSC Human Resources Department located in Portland and other regions.  Interactions focus on problem solving and information exchange.  Contacts frequently include sensitive or confidential personnel information.  Incumbent often initiates contacts on his/her own with many interactions by phone, email and face-to-face interaction.

Overview of prAna

From the first days designing clothing in a garage, prAna’s initial vision to connect yoga and climbing to mindful living has captivated thousands. It’s ensured that prAna clothing and gear are made with intention - that every detail from trim and linings to hangtags is carefully designed to enhance our lives today while still considering the needs of tomorrow. Since 1992, this vision has been at the root of prAna’s relationships with customers and retailers. And, it has helped the company to foster a community of active, free spirited customers that share its values.

Today, the brand has evolved beyond our rock climbing and yoga roots to include lifestyle and performance clothing. The clothing is designed at prAna with style and versatility in mind. prAna is deeply committed to mitigating the impact they have on the environment in manufacturing and selling its clothing and that all products are made in safe and fair working conditions.

Each year, prAna welcomes increasingly more people to the prAna way of life through a multi-channel strategy including their own branded stores, a fast-growing direct ecommerce business, catalogs and an established wholesale distribution of over 1,400 retailers across the US, Canada, and Europe.

prAna is part of the family of brands in the CSC portfolio, including Columbia, Mountain Hardwear and Sorel. prAna is headquartered in Carlsbad, California and operates as a wholly owned subsidiary of Columbia Sportswear Company.

 

Overview of the Position:

The Senior HR Generalist provides senior level professional Human Resources knowledge, skill and service to prAna.  They work with individuals at all levels of the company to analyze human resource needs and develop/implement effective solutions.  They provide HR support in the area of solutions for managers and employees in the interpretation of policy, effective performance management, and guidance on building highly engaged teams.  This role addresses company policy questions and trains new hires and managers in HR policies and processes.

They they also manage the Office Services team to ensure overall effectiveness of office operations and administrative support. This includes directly supervising 2 administrative team members and closely partnering with the Facilities Manager on matters related to the building, facility procedures and overlapping safety matters.

They role model prAna and CSC company values and professionalism and handle sensitive documents and confidential information with the utmost integrity and discretion. They work independently and utilize independent discretion and judgment. The scope of responsibilities requires a high degree of self-direction, organization, planning, collaboration with others, communication, sound judgment, decision making, and follow-through.  To be successful they must be self-confident yet humble, warm and engaging with a persuasive style of communication, detail-oriented and have a genuine, positive attitude and disposition. They contribute to the foundation of prAna’s Culture and People and work closely with HR peers and colleagues at Columbia Sportswear Company and directly impacts the overall effectiveness of HR and prAna.

Essential Functions and Responsibilities:

 

1.       Employee Services and Relations

a.       Day-to-day quarterback to execute on escalated employee issues, provide guidance, explain complexities in global environments

b.       Assists managers and employees with development counseling

c.       With business acumen and customer-service and solutions-orientation, responds to and resolves employee questions and needs, providing HR guidance and expertise regarding prAna policies, practices and applicable employment laws, escalating matters to the prAna VP of Culture and People when necessary

d.       Manages investigations; performs initial intake, consults with Talent Partners where escalation and recommendations lead to a performance action

e.       Serves as primary point of contact for employee questions; works closely with prAna VP of Culture and People on more complex performance management matters

f.        Conducts exit interviews for exiting HQ employees; compiles themes and insights with recommendations for management to improve retention

g.       Proactively recommends solutions and initiates action on opportunities to enhance the employee experience at prAna

h.       Reviews and distributes employee communication company-wide, modifying as needed to ensure consistency with prAna’s company culture and professionalism

i.         Through hands on support with employees and managers identify trends within business and employee base on areas of improvement, training, etc.

j.         Manage and participate prAna employee teams and efforts, in conjunction with VP HR

 

2.       Recruitment and Hiring

a.       Assists with recruitment processes including interview coordination and materials in collaboration with CSC Talent Acquisition Partners

b.       Provides assistance with PI surveys; utilize knowledge and understanding of PI to guide Managers when needed

c.       Monitor accuracy of offer letters and temporary assignment letters for HQ

 

3.       New Hire Orientation, Onboarding and Training

a.       Proactively leads, coordinates and conducts new hire orientation and onboarding program for prAna HQ, in collaboration with prAna VP of Culture and People

b.       Evaluates, recommends and implements improvements, in partnership with management and prAna VP of Culture and People

c.       Facilitates the creation of onboarding plans with Managers, utilizing prAna’s onboarding templates; facilitates 90-day onboarding reviews between Manager and employee

d.       Conducts orientation meetings with new hires; reviews and ensures completion of required employee information (I-9s), benefits and enrollment information with new hires; assists with completion and enrollment

e.       Provide management training on HR policies and procedures in a group or individual setting.  

f.        Provide training and assistance to employees and Managers on Workday and related processes

 

4.       Wellness Programs

a.       Serves as primary contact for CSC HR on benefit programs

b.       Coordinates annual open enrollment with CSC HR and assists with developing communication tools to enhance understanding of prAna’s benefit package. Distribute materials for benefits orientations, open enrollment and summary plan descriptions. Provide training and support to all eligible employees.

c.       Manages onsite fitness program and offerings for the Carlsbad office, with help from the Admin team serving Fitness Coordinator; oversees maintenance of Carlsbad fitness equipment and maintenance plan in conjunction with Facilities Manager.

d.       Manages and coordinates lunch and learn/guest speakers as needed

 

5.       HR Programs and Policies

a.       Aids CSC HR’s Centers of Excellence regarding HR compliance to ensure all functions and appropriate parties are appropriately informed of relevant information

b.       Manage policy and practice tools and documents related to employee policies and procedures

c.       Develops, recommends and implements specific HR programs and/or policies with a focus on prAna’s unique company culture; prepares and maintains prAna’s employee-facing guidelines, policies and related communication and training

d.       Manages prAna’s employee recognition program, including the annual employee awards

e.       Review Employee Handbook and makes recommendations to CSC HR to ensure all information is up to date and pertinent

f.        Continually enhance knowledge of state and federal regulations and current trends/practices pertaining to Human Resources.  Provide expertise and ensure company practices comply with regulations.  Attend training and educational courses to enhance knowledge of all HR areas.

 

6.       Safety, Workers’ Compensation and Leave of Absences

a.       Leads and manages prAna’s safety team and compliance, in coordination with CSC and prAna’s Facilities Manager

b.       Administers workers’ compensation claims and related activities

c.       Monitors leave of absences and manages interactive processes, when required

d.       Serves as primary point of contact for Managers and employees regarding workplace accidents or injuries

e.       Manages compliance with OSHA regulations in coordination with CSC and Facilities Manager

 

7.       HR Process Management, Recordkeeping and Reporting

a.       Manages HR recordkeeping, administration processes and systems

b.       Maintains prAna HR SharePoint and Wiki page

c.       Routes new hire and termination information to prAna stakeholders for appropriate processing (e.g. KWI set up, prAna employee discount, prAna gift cards)

d.       Maintains employment-related files and required documentation (e.g. I-9, EEO) in accordance with relevant employment laws and company’s policies and procedures and CSC

e.       Manges and responds to unemployment, disability, and PFL claims and responses

f.        Prepares reports on key HR metrics (e.g. turnover, QBR); analyzes reports and reports on observations and recommendations

g.       Ensures legally mandated posters and notices for headquarters and retail stores are posted; monitors and ensures compliance with required postings and notices

 

8.       Team and Budget Management

a.       Leads and manages office services team

b.       Builds cohesive and high performing team

c.       Hires and selects team members

d.       Conducts performance and pay reviews

e.       Manages performance; address performance issues, with input from business areas the team members support

f.        Approves time off requests and time cards

g.       Manages office services budget and additional budget areas assigned to scope of position

h.       Develops annual goals and budget for areas of responsibility; facilitates individual goal planning and development

i.         Approves invoices for specific budget areas

Job Scope

Job involves recurring work situations with frequent variations from the norm.  Job involves a moderate degree of complexity.  The incumbent operates from established and well-known procedures but is occasionally required to create and implement new ones.  Duties are performed under minimal supervision and work is checked on an occasional basis by results and sometimes prior to implementation.  Decisions are made within general departmental guidelines.  Errors in judgment might put the Company at risk of being accused of unfair employment practices violating State and Federal Labor laws.  Errors in judgment may also cause or contribute to the inappropriate communication of confidential information, misinformed employees and insufficient or ineffective staffing, resulting in low employee morale and ultimately productivity.

 

Interpersonal Contacts

Contacts are normally made with others both inside and outside the organization.  Internal contacts include employees across prAna, members of the CSC Human Resources Department located in Portland and other regions.  Interactions focus on problem solving and information exchange.  Contacts frequently include sensitive or confidential personnel information.  Incumbent often initiates contacts on his/her own with many interactions by phone, email and face-to-face interaction.

Requirements

SHRM-CP or SHRM-SCP Preferred

The incumbent is an experienced HR Generalist and may have specialized in one or more areas of Human Resources. Incumbent is a strong individual contributor and has a proven track record of working independently and using sound judgment in addressing HR issues. Ability to work independently and use sound judgment on HR and business issues, especially those involving complexity and ambiguity.  Be creative in recommending solutions to HR issues.  Use diplomacy and skill in handling situations that are sensitive in nature.  Communicate effectively, orally and in writing, in one-on-one situations and in small and large group presentations.  Facilitate group and team meetings. Possess an advanced level of knowledge related to CFRA/FMLA and legal employment practices and Federal/State labor laws as well as OSHA.  Possess intermediate level of basic computer skills.  Ability to read, write, speak, and understand English.  Mental ability to conduct interpersonal interactions with management, employees, and candidates.  Ability to operate independently and with discretion and work effectively under pressure. 

Education and Experience

  • Bachelor’s Degree specializing in Human Resources, Communications or Social Sciences, or related field
  • 5-8 years demonstrated Human Resources experience as a generalist or specialist
  • HR Certificate or PHR highly preferred
  • Experience with Predictive Index (PI) and Situational Leadership a plus

Technical Knowledge Skills

  • Employee relations
  • Federal and CA State Labor laws
  • Leave of absence (FMLA/CFRA/PDL and ADA)
  • HRIS proficiency (Workday a plus)
  • Safety/OSHA and Workers Compensation
  • HR recordkeeping
  • Computer Skills- MS Word, Excel, PowerPoint
  • E-Mail – Microsoft Outlook required

Selection Performance Skills

  • Self-Leadership/Self-Directed – Demonstrates an ability to take action and responsibility for personal success and failure; influences events and achieves specific goals; originates actions and works effectively with little supervision, direction, or precedent; initiates process improvements; utilizes self-leadership techniques to communicate with manager and seek and obtain the needed leadership style in order to be effective and engaged in position
  • Rapport Building/Customer Service - Demonstrates an ability to put people at ease and establish trust and credibility; develops good working relationships with others by being open, reliable and consistent.  Demonstrates an ability to probe and respond to customer’s needs in a polite, profession and courteous manner
  • Organization and Planning -Demonstrates an ability to set priorities, coordinate resources, and schedule priorities; develops and streamlines organizational systems
  • Managing Multiple Priorities -Demonstrates an ability to simultaneously manage several different projects to completion; provides service for many people for multiple projects
  • Detail Oriented – Demonstrates an ability to play close attention to the details of a document/project; demonstrates a thorough approach to daily tasks
  • Problem Solving – Demonstrates an ability to gather data, analyze data, recommend solutions and follow through on results
  • Team Orientation – Demonstrates an ability to work cooperatively and collaboratively with others; keeps the company goals and personal integrity of each individual in mind when taking action; willingly assist other employees
  • Flexibility – Demonstrated an ability to adapt to a variety of internal and external circumstances; adapts to changing priorities
  • Verbal and Written Communication – Demonstrates an ability to clearly, concisely, and accurately present information verbally in a positive manner and clearly communicate in written format; writes clear, understandable letters, memos and reports
  • Judgment/Decision Making – Demonstrates an ability to gather data from all appropriate sources and make sound judgments and decisions
  • Responsiveness- Demonstrates an ability to respond to urgent issues and items requiring immediate action

 

Categories

Posted: 2019-10-25 Expires: 2019-11-24

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Senior HR Generalist

prAna
Carlsbad, California 92010

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