Sr. HR Generalist

Located in our Chicago office, the Sr HR Generalist assists the Senior Vice President, Chief Talent Officer with carrying out responsibilities in the following areas: employment branding, talent acquisition, onboarding, DEI, benefits administration, compensation, employee relations and engagement, HR Analytics, training and development, and employment law compliance.

This person will provide guidance and counsel to leaders and employees on all people related strategies and initiatives.  In addition to being a thought partner to the business, this person should enjoy rolling their sleeves up and getting their hands dirty as a way to elevate the HR strategic offering. If you are a self-starter, who enjoys working independently while also collaborating with a small team to build relationships, add value and then this is the role for you.

• Provide an effective and dedicated HR advisory service to employees in relation to absence and health issues, conduct and capability, grievance matters, organizational change, and all other employee-relations matters
• Develop a high level of business knowledge and a strong partnership with employees and managers.
• Provide strong customer service regarding employee-related matters.
• Research and suggest new procedures and policies to continually improve efficiency of the HR department and organization as a whole to enhance the employee experience
• In partnership with the Chief Diversity Officer and Ariel's Diversity, Equity, and Belonging Committee, design company policies that reinforce diversity and inclusion in the workplace,
• Maintains the highest level of confidentiality in all HR and Ariel business matters.
• Models the Ariel Behaviors 
• Must be fully vaccinated by date of hire.  Proof of vaccination is required.
• Hybrid work model - in office T-Th, generally remote M and F - from time to time business and client needs may warrant in office time on M and F
• Travel 20% of the time is anticipated 

• Bachelor’s degree preferred
• Minimum of 5 years of progressive and proven HR experience
• Prior experience overseeing and administering employee compensation programs a strong plus.
• Prior experience developing and leading training programs required.
• Proven ability to promote the value of HR via HR analytics
• Track record of project managing various HR systems and programs
• Knowledge of various HR functions and best practices
• Excellent communication skills
• Ability to challenge the status quo and think creatively
• Ability to lead by influence
• Can demonstrate bias for action, solid judgement and decision making
• Initiative to do more than required; self-starter qualities
• Conducts oneself as an owner, treating the business as her/his own.
• Must have high integrity and strong work ethic

• Bachelor’s degree

• PHR, SPHR a plus

• Working knowledge of Microsoft Office Suite
• Familiarity with Paycom, Greenhouse, and Lattice tools strongly preferred

Action Oriented - Enjoys working hard; is action oriented and full of energy for the things that he/she sees as challenging; not fearful of acting with a minimum of planning; seizes more opportunities than others.

Approachability - Is easy to approach and talk to; spends the extra effort to put others at ease; can be warm, pleasant, and gracious; is sensitive to and patient with the interpersonal anxieties of others; builds rapport well; is a good listener; is an early knower, getting informal and incomplete information in time to do something about it.

Conflict Management - Steps up to conflicts, seeing them as opportunities; reads situations quickly; good at focused listening; can hammer out tough agreements and settle disputes equitably; can find common ground and get cooperation with minimum noise.

Ethics and Values - Adheres to an appropriate (for the setting) and effective set of core values and beliefs during both good and bad times; acts in line with those values; rewards the right values and disapproves of others; practices what he/she preaches.

Interpersonal Savvy - Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.

Leading with Influence - Managing direct and indirect relationships with productive influence not necessarily authority

Priority Setting - Spends his/her time and the time of others on what's important; quickly zeros in on the critical few and puts the trivial many aside; can quickly sense what will help or hinder accomplishing a goal; eliminates roadblocks; creates focus.