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Advanced level client facing role which actively partners with assigned management teams or business units to provide HR consultation to optimize people, structure, process and culture with the goal of achieving business results. Manages the delivery of HR solutions based on direction set by HRBP’s with client groups. Investigates and helps to resolve employee relations issues and complaints. Works collaboratively with functional team members and helps build strategy, improve organizational performance and develop organizational capability. Often takes the lead role on special projects and uses influence with peers to reinforce HRBP and leadership messages. Provides oversight and guidance to team members in the interpretation of policies and procedures and ensures compliance with local laws and guidelines. Reviews current policies, practices and programs and recommends changes and/or updates to keep our current and ensure best in class processes. Mentors new or more junior level team members modeling. Contributes to success of team by sharing critical information in a timely manner. Performs other duties as assigned.
Essential Job Functions
Primary point of contact for employees and supervisors for employee relations issues and investigations. Assist in the analysis and provide suggestions for improvement. Provides consultative support to managers throughout the corrective action process up to and including termination. Ensures consistency of policies and processes. Conduct highly complex or sensitive investigations as assigned based on expertise, knowledge and experience. Identifies, escalates and resolves complex compliance, legal and/or regulatory-related issues as appropriate. Gathers and analyzes data (talent scout, turnover, retention, exit interview). Under moderate supervision, prepares trend reports and discuss recommended actions for presentation to client groups or HRBPs. Develop strong partnerships with CoE’s to assist assigned business units with recruiting, payroll and benefits-related needs when needed. Guide and influence managers on the planning and implementation of effective performance management; Objective setting, IDP’s, MYR and YEA process. Coaches and influence manager decisions related to employee promotions, salary administration, development options and career counseling
BS/BA in Business Administration, Human Resources, Labor Relations, or related field required. Relevant HR Certification (PHR/SPHR) preferred, but not required
7 or more years Human Resource experience, preferably in a client facing role. Proven experience with strong follow up skills, ability to prioritize and complete multiple tasks simultaneously
Special Skill Requirement
Strong communication skills, leadership coaching skills Knowledge and understanding of labor and fair employment practices and laws (advanced level)
Farmers is an equal opportunity employer, committed to the strength of a diverse workforce.
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