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Maersk Line, Limited

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All Maersk Line, Limited jobs
1 applicant
posted over 6 years ago

Job Description

Purpose/Summary: Provide Human Resource Management consultation, coaching and guidance to assigned client organizations, offering single point of contact for all HR matters and services for respective client group/s. Contribute to defining and implementing an HR strategy which aligns with, and integrates, the client group/s business strategy and enhances the client organization's performance as well as the colleagues' workplace experiences. This position will have all HR responsibilites for respective client groups and serve as an internal resource to the the MLL HR Dept. for Organization Development/Effectiveness. Develop, design and deliver programs and training sessions as defined by the HR strategy for the entire MLL organization. Understand and model MLL HR policies, practices, and Values. Key Responsibilities: Understand business dynamics of client organization and drive Human Resources practices and processes that translate business strategies and issues into appropriate HR actions to act as a change driver. Create and maintain quality working relationships with people at all levels. Build and maintain long-term trusted client relationships. Provide HR consultation to assigned client senior management teams to enable organization effectiveness to consistently achieve business results. Assist in developing organizational plans by analyzing and reporting organizational issues and trends and working with the clients' leaders to ensure organization effectiveness and proper implementation of change strategies. Drive various HR initiatives and processes within assigned client organization(s). Provide input on development, execution and improvements for HR program design, while ensuring alignment with company culture and business direction, by applying a best practices approach in providing client support to improve organization performance and provide seamless HR service delivery. Ensure compliance with all Federal, State and Local legal requirements and MLL Values, Policies, Procedures and Practices. Collaborate with HR Director to ensure single voice of HR is presented to client group. Understand and ensure managers and staff appropriately leverages HR technologies (e.g., PeopleSoft, Taleo, etc.) to drive fact based decision making for their respective client groups. Manage special projects and ongoing initiatives as assigned. Facilitate alignment and improvement of HR policies, processes and programs across client organizations with the following: • Talent Acquisition: Responsible for all recruiting efforts for assigned client groups. Ensure compliance and AAP goals. Partner with Hiring Managers to develop slate of qualified candidates and influence effective hiring practices with appropriate levels of governance. Fully manage pre-employment processes including on-boarding. Partner with Business Units to develop recruitment, sourcing and screening strategies, with a focus on diversity, to meet business objectives. • Communication: Promote open and frequent communication in all directions with target audiences. • Organization Talent Development: Actively manage retention. Responsible for succession planning at General Manager Level and below. • Ensure exit interviews are conducted and metrics reported within the HR function and develop recommended solutions to identified issues and trends. • Responsible for performance management processes. Partner with COE and support/educate client groups to deliver compliance accurately and on time.. • Employee Relations: Analyze situations, investigate, identify root causes and provide effective and proactive resolution. Responsible and accountable for all corrective actions for employee relations issues, complaints and grievances. Create a positive employee relations environment. Perform organization design/restructuring. • Compensation: Responsible for client group compensation processes including salary recommendations for all zones for new hires/promotions/ laterals at General Manager level and below, responsible for guiding Business Units through Annual Merit/Bonus/Incentive/Calibration Compensation processes. Partner with client group for Job Evaluations, new hires/promotions at GM level and below. Create the following training programs: Colleague Guide for all MLL colleagues; HR Policy training and HR Performance Management cycle for all Managers; Required legal training and conduct in accordance with local and Federal laws (timing), develop and conduct leadership training as needed; develop and conduct HR compliance training as needed. Coordinate other identified APMM, MLL, internal and external training as identified. Coach clients as necessary on all facets of HR and Employee Relations matters. Through needs analysis, identify organizational needs and propose recommended solutions to HR Director. Perform organizational analysis based on key critical data including but not limited to: Employee Engagement Survey, exit interviews, Employee Relations matters and investigations, organizational feedback and as directed, propose and develop solutions for resolution and enhanced organizational effectiveness. Performs other position related duties as specified by management Position Specifications: Education and Experience • Bachelor’s Degree from an accredited institution in Human Resources, Business Management, Organizational Psychology or Industrial Relations required • Advanced degree in Business Management, Organization Development or Human Resources desired. • PHR/SPHR preferred • 7-10 years of Human Resources/Management Experience • 3 years Organization Development Experience • Experience in managing multiple client groups, including remote sites • Experience with ExPat’s and ExPat programs and associated HR responsibilities preferred Technical Skills and Competencies Required • Strong relationship building and influencing skills • Ability to lead/drive and manage change • Demonstrated knowledge of HR functions • Thorough working knowledge of HR practices and legal requirements affecting employment, performance management, compensation, labor relations and other related specialist areas, partiulcarly compliance • Demonstrated ability to design, deliver and execute programs through completion and include continuous improvement mechanisms • Familiarity with effective leadership and management skills, learning and development processes and organization effectiveness • Excellent communication skills, both verbal and written • Ability to be resourceful, creative and maintain flexibility • Ability to train, coach, evaluate and mentor colleagues and senior leaders • Conflict resolution and problem solving skills • High integrity and personal crediblity; ability to maintain confidentiality at all times • Well organized, self-directed indivdual who is a team player • Ability to demonstrate flexibility with changing priorities and ability to multi-task • Decisive, results oriented individual who possesses a “big picture” perspective • Sound business acumen, understands and quickly grasps business requirements • Working knowledge of MS office products, ability to quickly adapt to new systems Travel Requirements: Will need to frequently travel within the US and may occasionally travel internationally. Physical Demands & Work Environment General office setting, typically the employee may sit comfortably to perform the work, usually at a computer terminal – with short breaks or lunch period. However, there may be some bending/stooping, reaching above shoulder level, walking; standing; carrying of light items such as papers, books or packages of up to 25 pounds. Should be able to hear and speak clearly using phone / headset to communicate with customers; ability to navigate, view and enter information on the computer. AA/EOE/M/F/D/V