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Job Title:           HR Specialist   - Talent Management
Department:       Human Resources
Division:            Human Resources
Company:          Ameritas Life Insurance Corp.
Date Prepared:  January 2, 2012 
Prepared by:       Barb McIntyre

HR Use: Position Number:   HONHR1003 Exempt Status:  Exempt Job Level/Band:    I Min: $37,950    Mid: $52,150   Max: $66,350

JOB PURPOSE: 
This position assists with the ongoing administration of Human Resources programs. 

 Required Knowledge and Skills:  

• The necessary skills, knowledge and abilities to perform in this role are typically acquired through the completion of a Bachelor’s Degree in Human Resources Management, Business Administration, or related field and two to four years of related professional level Human Resources experience in a highly dynamic and diverse organization or an equivalent combination of education and experience (at least 4 years of progressively responsible HR experience). 
• The incumbent must have strong analytical skills and can be flexible due to changing job demands. 
• The incumbent requires a good working knowledge of the regulations impacting the area of specialization
• The incumbent should understand the organizational structure. 
• The incumbent must have strong human relations and communication (oral and written) skills and sound judgment when dealing with highly sensitive issues.
• The position also requires a general understanding of all H.R. functions, policies, issues and trends.

Working Conditions: Normal office environment.  Infrequent travel required.

Position Location:  
Title of supervisor to this position:  HR Manager, Talent
Titles of those reporting directly to this position:  None, although work direction is provided to HR Coordinator 

SPECIFIC JOB PURPOSE: 
This position manages the system selection processes including enterprise wide project work that enhances “employer of choice” branding strategies implemented to attract and retain high quality talent to the organization. This position also consults with managers on associate relation issues and complete associate relations investigations. This position also delivers training programs on team building, orientation and supervisory/management skills for associates and managers. 

Essential Functions:
Talent Acquisition:
• Develop and execute strategies to use social media or other emerging sources to recruit diverse candidates for all levels of open positions primarily within the organization.
• Monitor compliance with all laws and guidelines impacting employment activities. Ensure consistency in administration of HR policies, procedures and practices.
• Consult with managers on all aspects of the talent acquisition process, including executive hire.
• Develop and maintain key relationships with hiring managers, internal and external candidates, temporary agencies, executive recruiters, professional organizations and other sources of applicant referral.
• Fulfill strategic recruitment and public relations activities to include development of targeted recruiting sources, attending job fairs, attending professional networking events, establishment of internship or college recruit programs, etc.
• Screen executive resumes and conduct first level interviews with internal and external candidates for open positions. Interview and counsel internal applicants for most appropriate career options to match skills.
• Evaluate results of recruitment activities and achievement of desired outcomes by surveying hiring manager, assessing appropriate level of customer service and responsiveness including tracking time to hire data by using software/system and determine cost to hire by collecting appropriate data.
• Evaluate diversity of hires by reviewing candidate pools on a regular basis.
• Serve as technical lead for selection and onboarding systems including updating web based content.
• Serve as administrator for the talent acquisition systems including Salute, Virtual Edge (VE) Professional and external career site, web based verbiage and branding portal, ensuring content is current and new pages are created as needed.
• Serve as administrator and technical lead for trouble shooting and solving concerns with VE and Salute and implementing new functionality.
• Compile data and complete Federal Affirmative Action Plans, EEO1 and Vets reports.
• Respond to EEO data request for company responses to RFP’s.

Associate Relations:
• Monitor compliance with all laws and guidelines impacting employee relations activities. Ensure consistency in administration of HR policies, procedures and practices.
• Promote and develop a positive associate/management relations environment that is accountable and responsive to management and associate needs. Ensure that appropriate human resources consulting is provided to management.
• Work with managers with the implementation of progressive discipline process by reviewing warning documents and ensuring consistent application of the process. Coaches managers through discipline process.
• Participate in investigations related to harassment or complaints and other associate relations matters regarding consistent application of terms and conditions of employment. Consults with HR Manager Lead and other Associate Relations team members as well as Legal to ensure consistent application and equitable treatment.
• Conduct involuntary termination actions when appropriate.
• Ensure HR consistency in the administration of HR policies and employment practices. Refers HR matters to functional experts to ensure consistency in all HR program areas.
• Coach and train managers on HR employment practices and labor law and monitor compliance with all employment laws and guidelines impacting employee relations’ activities.
• Deliver management and associate training programs.

General:
• Participate in career development activities for associates.
• Prepare and present required and special reports.
• Participate in HR projects impacting talent acquisition and associate relations.
• Deliver training programs on team building, orientation and supervisory/management skills for associates and managers.

Marginal Functions:
• Accomplish all tasks as appropriately assigned or requested
• Conduct in person exit interviews when appropriate.
• Assist with the updating and development of policies.
• Serve as back up to the Human Resources Coordinator as required.
• Assist as required with major Human Resources projects or initiatives as assigned.
Posted 1/25/12

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POSITION TITLE: HR Manager-Performance Manager
REQUISITION : #2175BR
DEPARTMENT: Human Resources
LOCATION: Sidney, NE

JOB DESCRIPTION:
Develop and deploy new strategies in the area of performance management and employee engagement to support the ongoing company vision of rewarding employees for passion, innovation and results and to build a culture of high performance at all levels of the organization.

ESSENTIAL RESPONISBILITIES:
• Develop and manage the continued design of performance management programs and future strategies. Develop tools and training to educate employees and managers on performance management programs and company guidelines. Manage technology tools to support performance management activities and development of communication campaigns to drive acceptance and execution of processes.
• With the involvement of internal HR Partners and Sr. Leadership, assist in establishing, maintaining and monitoring effective performance management programs to align with the corporate strategy. Implement the full performance management process- setting well-aligned goals, developing measurable objectives, creating development plans, coaching, assessing performance and improving and rewarding performance to help create a culture of performance and accountability. Assure effective linkages between performance management and other processes such as competencies, compensation, talent management, leadership development, business process and change management.
• Responsible for the development, enhancement and maintenance of employee engagement programs. Conduct engagement survey that targets behaviors which are aligned with our culture. Facilitates the development of the organizational/report matching and results history. Partners with the site HR on communication campaign, training materials and business metrics prior to launch of survey.
• Responsible for analyzing survey data and producing and presenting final results. Partner with survey administrator to analyze data, identify opportunities and present final reports and recommendations to Executive team. Develop action strategies that align with our strategic goals, organizational values and beliefs to be implemented across the entire organization. Partner with HR Business partners to ensure effective implementation of all efforts.
• Use internal data (Engagement Survey, Turnover, Exit Interviews, Quality Metrics, etc.) and appropriate analysis to anticipate and articulate emerging organizational needs. Partner with business units to diagnose performance issues and learning needs, identify appropriate training and non-training solutions.
• Oversees the planning of events and activities that relate to respecting, rewarding and recognizing employees.
• Oversees the Cabela’s Whistleblower and exit interview program. Ensures the integrity of our business and positive accurate follow-up.
• Facilitate training; mentor, develop and coach others.

EDUCATION AND EXPERIENCE:
• Bachelor’s degree with 3-6 years of experience
• Developing and analyzing external employee engagement surveys and recommending improvement plan experience.
• Has a passion for building environments of engagement that translate into a company culture where employees connect, contribute and achieve success.
• Experience facilitating training or one on one coaching to a wide variety of audiences.
• Previous experience in execution of performance management within multiple business units.

To apply on-line, visit our web site at www.cabelas.com, click on ‘Careers’ and search for Job # 2175BR. Please attach a cover letter along with your resume and salary history when applying. Cabela’s is an Equal Opportunity Employer.
Posted 1/25/12

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Director of Human Resources

Lee Enterprises, one of the largest and most progressive publishing companies in the U.S., seeks an experienced HR professional to join our leadership team. Based in Lincoln, Nebraska, this individual provides a full range of HR support to employees and managers in multiple properties across the entire region.

Key responsibilities include:
- Growing talent with a focus on great hiring and creating a high performing, high potential staff.
- Providing timely and effective HR expertise and one-on-one coaching on leadership, decision-making and communication style.
- Approximately 30% travel.

A bachelor’s degree in HR or related field and professional HR experience required. The ideal candidate must also possess excellent problem solving and people skills. Lee offers a competitive salary and an excellent benefits package. If you are a high energy, self-motivated individual looking for the opportunity to demonstrate your leadership skills, this is the position for you.

Lee Enterprises is a leading provider of local news, information and advertising in primarily midsize markets, with 49 daily newspapers and a joint interest in four others, online sites and 300 specialty publications in 23 states. Lee’s newspapers have circulation of 1.4 million daily and 1.7 million Sunday, reaching nearly four million readers daily. For more information about Lee, check out www.lee.net.
Posted 1/26/12