DVD『日本人マネージャー必須DVD - セクハラ基礎知識：アメリカ版』一部抜粋
ウェビナー『人事管理の最新事情』一部抜粋
EFFECTIVELY DEALING WITH FLU IN YOUR WORKPLACE
With autumn beginning recently, so also begins the flu season. Although last year’s flu season was on the quiet side getting off to a very late start with the warmer than normal autumn and winter temperatures, influenza typically begins to show up in late October, peaks in January and begins to subside by February. Although a great many people migh ...
CALIFORNIA LAW ON SALES COMMISSION AGREEMENTS (AB 1396) BEGINS jANUARY 1, 2013
Beginning January 1, 2013, a new law will require employers that have any employees who will receive commissions for providing services in California to have written commission agreements that meet specific requirements. Assembly Bill 1396, which amends Section 2751 of the state Labor Code, applies to each employee paid a commission, regardless of ...
IS DISTRACTED WALKING BECOMING THE NEW WORKPLACE SAFETY HAZARD?
At this point, most of us know or should know it’s dangerous to use a cell phone while driving. However, how many of us think that it’s also dangerous to text or talk on your cell phone while you’re walking? A You Tube video of woman falling into a Pennsylvania shopping mall fountain went viral in January 2011 with 1.5 million views. She was textin ...
VACATION POLICY TRENDS IN AMERICA, THE ‘NO-VACATION’ NATION
The U.S. comes in last place when comparing the number of vacation days provided to workers in the top 21 OECD countries. With this in mind, in recent years, the media has dubbed America the “no-vacation nation.” In most European countries like Germany, the typical worker receives six weeks of paid vacation. The story is very different in the U.S. ...
TELEWORK IS GROWING IN THE US
The share of full-time workers who usually telework nearly doubled during the previous decade and the practice is expected to continue to grow in the U.S. according to a Conference Board study published in late May 2012. “While certain industries are less likely to have telework programs, it is clear that employees across industries are demanding m ...
WHAT EMPLOYERS NEED TO KNOW ABOUT WORKPLACE RETALIATION
The law of retaliation is one that continues to expand and evolve as federal and state legislatures continue to expand the rights of individuals who make complaints in the workplace about perceived unlawful action taken by employers. The courts interpreting cases involving retaliation have often taken a broad view of the kind of activity that emplo ...
THE UNPAID INTERN (AKA YOUR PERSONAL SLAVE)
Recently, I was watching an episode of an HBO series entitled, “Girls.” Although the series is smart, creative and funny from many perspectives, and certainly has more to do about being a 20 something and less about work, as an HR person I was suddenly getting angrily transfixed over a work issue. Basically, the main character, Hannah, who has been ...
BLANKET POLICIES TO EXCLUDE APPLICANTS WITH CRIMINAL RECORDS FROM EMPLOYMENT ARE NOW RISKY
In late April 2012, the Equal Employment Opportunity Commission (EEOC) issued new guidelines for employers on the use of arrest and conviction records by employers under Title VII. In general, the new guidelines make it harder for employers to have a blanket policy that excludes anyone with a criminal record. The EEOC states that while employers ma ...
EMPLOYEE SURVEILLANCE & WORKER PRIVACY
The increasing use of surveillance in the workplace requires employers to balance their need for monitoring with the privacy concerns of employees. With the use of radio-frequency identification (RFID) technology as applied, for example, in a hospital, an employer today can track how quickly a nurse or technician responds to a patient call and dete ...
INDEPENDENT CONTRACTOR VERSUS EMPLOYEE: NO SIMPLE DEFINITION
The subject of who is an “independent contractor” and who is an “employee” has become an important topic over the past few years. With the explosive increase in the use of independent contractors by private employers, state and federal governments, with a concern on evaporating tax revenues, are placing increased pressure on employers to classify t ...
As we progress further with our business growth, we are hiring an HR Consultant to strengthen our team at our Eastern Region (New York) office. Our HR Consultants work with Senior Management to support them in making proper decisions on business strategy from an HR standpoint, provide HR function with useful and practical information and direct support to handle employee issues, and sometimes communicate directly with managers and staff to effectively implement new HR policies and systems.
If you enjoy working with people and solving problems, consider joining our team. You can contact directly at hiring@hrm-partners.com.
Job:
As an HR Consultant, you will typically provide HR services to small to medium size clients. You will build a strong relationship with our clients, provide support and give advice on a wide variety of HR related topics and issues. Our goal is to reduce client companies’ employment related risks and increase productivity by providing our core services in a timely and an effective manner.
Core Competencies:
Strong Interpersonal Skill: It is extremely important to build a good relationship with clients for the success for both client companies and yourself.
Language: English and Japanese reading, writing, listening and speaking skills (College Level) are needed since most of our clients are Japan-based companies operating business in the United States.
Autonomy and Proactivity: There is not always guidance from your colleagues. You need to work independently with clients, collaborate with others for support, and find effective solutions for problem solving with customers.
Patience, Listening and Understanding: It is essential to have patience, listening and understanding.
Judgment: You will be multi-tasking with many clients at the same time. Determining priority for work projects is essential.
Attention to Detail and Accuracy: These are extremely important. You should be the kind of person that enjoys detail.
Basic Math: For developing compensation programs and providing benefit analysis requires basic math knowledge and skills.
Computer Skills: Proficiency with basic desktop applications including e-mail, web browsing, word processing, spreadsheets and presentation software required.
Work Condition:
Work Location: HRM Eastern Region (New York) Office. Some on-site work at clients office.
Business Hours: Flexible business hours with core hours. Night and/or weekend work may be required as needed.
Business Travel: Some domestic travels required.
Background:
Work Experience: 3+ year work experience is required.
HR Experience: Human resources management generalist and/or specialist experience is preferred.
Degree: BA or BS in business, HR or related field is preferred.