• Drives programs and initiatives to cultivate the desired culture throughout the organization, acting as a trusted advisor to all levels of leadership.
• Analyzes HR metrics to proactively identify trends that require attention by developing strategies to address areas of concern.
• Provides HR policy guidance and interpretation.
• Manages and resolves complex employee relations matters by conducting thorough and objective investigations in a timely manner.
• Partners with senior leadership to aide in the development of organizational restructures, workforce planning and succession planning.
• Identify needs and provides day-to-day coaching to leadership on HR best practices for performance management, including career development.
• Maintains in-depth understanding of employment law to reduce risk and ensure regulatory compliance.
• Partners with compensation to develop strategies, plans and analytics.
• Partners with HR leadership team to develop Performance Management, Total Rewards, including Compensation and Learning & Talent Development strategies.
• Supports the DE&I program as a core value in the business culture.
• Monthly headcount report (including turnover).
• Ensuring compliance with all HR regulatory requirements and employment law compliance.
• FLSA classification/audits.
• Facilitating problem resolution, mediate conflicts and instituting corrective counseling.

• Bachelor’s degree in Human Resources or related field.
• At least 12 years' experience in Human Resources, including employee relations, talent acquisition, training and development, compensation planning and benefits administration.
• Proficient in MS Office Suite.
• Experience with HR Information System (HRIS) and Applicant Tracking Systems (ATS).
• Advanced Excel skills including knowledge of pivot tables and v-lookups.

• Strong working knowledge of labor legislation.
• Strong leadership and people management skills.
• Exceptional communication and presentation skills.
• Excellent client service skills and ability to partner with multiple, diverse stakeholders.
• Strong change management and influencing skills with the ability to drive organization, process and technology change.
• Development: Proactively participates in self-development to continually enhance current skills and build new skills required to excel at current role and prepare for career progression.

Cumming provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.