Total 2 Manager Art Creative job vacancies in Human Resources category in The United States of America

Roles & Responsibilities:

HR Representative

• Manage the contractual obligations of Pico Play account and to ensure that the agreed KPIs are fulfilled within stipulated timelines. Zero complaints.
• Co-manage the recruitment of permanent and contract staff according to SOP such as completion of PRF, liaising with recruitment agencies, arranging and conducting interviews, reference checks, drawing up contracts, explaining the contract terms and conditions (includes all subsidiary and associate companies).
• Ensure all staff information is updated on time and available when needed in your areas of responsibility.

Recruitment

• Oversee the entire recruitment process including initial validation of hiring request (qualifications, job descriptions, competency, etc), determination of appropriate recruitment mode (newspaper, referrals, existing staff, etc), review resumes, circulate to hiring manager and to arrange interview in a timely manner including conducting reference checks and finally making the offer.
• Arrange interviews, when required and to attend to the interviewees when they arrive.
• Co-manage recruitment talks and campaigns at local university, polytechnic and other tertiary institution
• Work with associate offices on recruitment advertisement.

Onboarding of New Hires

• Take ultimate responsibility to ensure all new employee formalities such as work station, pc, medical, insurance, ERP access, etc. are completed within stipulated timelines
• Take charge of Onboarding of new staff including conducting Day One Orientation and arranging Meet-Up Session.

Manage offboarding

• Take charge of off-boarding of staff such as leave calculation, exit letter, exit interview, clearance formality, termination of insurance and medical, etc) and to ensure there are no pending matters.
• Update Exit Interview on a monthly basis.

Leave Administration

• Take charge of the E-Leave System including the functionality of the system.

Work Pass Management & Corp Pass Access

• Manage the application of all work passes as appropriate (“S” pass or employment pass) for Pico and its subsidiaries and to ensure compliance with the relevant authorities.
• Grant access of Corp pass to staff.

Employees Engagement

• Ensure open communication regarding work-related matters, provide a listening ear to all employees, resolve conflicts and address grievances.
• Issue transfer, re-designation letters or letters to update staff employment status.
• Take charge of the issuance of all visa application letters.

Management Report & Org Chart

• Responsible for the headcount report on a monthly basis for Pico and subsidiaries.
• Responsible for the BSC headcount report for Pico and subsidiaries.
• Take charge of updating the company and department organization chart whenever there is a change.
• Assist to update the Manpower Overhead.

Staff Handbook

• Review and make recommendation to Staff Handbook to ensure that it is relevant and updated. Staff Handbook to be updated on an annual basis.

Payroll

• Supervise (and back-up when required) the Payroll Officer and to ensure 100% accuracy and timelines in salary payment and recovery.

ISO

• Manage the ISO system and to ensure that the audit is conducted smoothly leading to issuance of certificate.
• Monitor the Compliment letters to staff and to suggest appropriate occasion to present the letters.
• Monitor company culture and morale to track engagement, desired corporate behaviour (includes managing company events and addressing individual concerns).

Requirements:

• Bachelor's degree in Human Resources Management or a related field.
• Minimum of 5 years of experience in human resources management.
• Strong knowledge of Singapore employment laws and regulations.
• Proven experience in recruitment, employee relations, performance management, and HR policy development.
• Excellent communication and interpersonal skills, with the ability to build effective relationships at all levels of the organization.
• Strong leadership and decision-making abilities, with a strategic mindset.
• Ability to handle confidential information with discretion and integrity.
• Proficiency in HRIS and Microsoft Office Suite.
• Ability to work independently and as part of a team in a fast-paced environment.
• Positive attitude, adaptable, and solution-oriented approach.

About the Metropolitan Museum of Art

The Met presents over 5,000 years of art from around the world for everyone to experience and enjoy. The Museum lives in two iconic sites in New York City—The Met Fifth Avenue and The Met Cloisters. Millions of people also take part in The Met experience online.

Since its founding in 1870, The Met has always aspired to be more than a treasury of rare and beautiful objects. We are committed to fostering a collaborative and respectful work environment with a staff as diverse as the audiences we engage. Our staff members are art lovers who are passionate about working toward a common goal: creating the most dynamic and inspiring art museum in the world.

At The Met, every staff member – from security officers to researchers to scientists and beyond – lives by our core values of respect, inclusivity, collaboration, excellence, and integrity. 

Respect: Engage one another with collegiality, empathy, and kindness, always.

Inclusivity: Ensure that all are and feel welcome and valued.

Collaboration: Reach across boundaries to exchange ideas and work together toward our shared mission.

Excellence: Lead the cultural world in quality and expertise—and inspire curiosity and creativity.

Integrity: Hold ourselves to the highest moral standards, admit when we fall short, and then evolve. 

GENERAL STATEMENT OF RESPONSIBILITIES & DUTIES:

You will manage, drive and enable strategic HR projects and programs in support of our staff strategies. You will be responsible for partnering with stakeholders including leaders, subject matter experts, cross-functional teams and vendors on a wide variety of projects focused to enhance organizational capabilities, the employee experience and culture, drive relevant data-driven business insights, and improve HR operations and technologies.   You will be highly collaborative and proactive HR professional who will bring thought leadership as well as process excellence to the role. 

PRIMARY RESPONSIBILITIES & DUTIES:

• Support the Chief Human Resources Officer to set and document project strategies and schedules, implement governance and drive project accountability while helping to and navigate potential roadblocks.

• Work closely with the Chief Human Resources Officer to ensure the development and execution of robust change management plans including stakeholder management, and communications.

• Support the CHRO and team to develop and implement comprehensive multi-year Human Resources strategy that aligns with the Museum’s strategic priorities.

• Lead and support CHRO communications, including overseeing development of and directly writing and/or editing leadership presentations and organization-wide messages.

• Provide strategic support for the CHRO, including development of relevant agendas and driving and tracking of decisions and follow-up items.

• Research information on a wide variety of topics, prepare and contribute to the preparation of reports, briefings, presentations, and responses on strategic initiatives as appropriate.

• Be proactive around CHRO’s priorities by staying ahead of and circling back on potential short-, medium-, and long-term opportunities and organizational risks.

• Build a master plan and schedule of HR projects with clear objectives, milestones, stakeholders, and metrics.

• Monitor the project team performance and keep stakeholders apprised of milestones, issues and risks and timelines through reports and/or dashboards.

• Support initiatives and activities to strengthen organizational culture and pride through clear and effective communication.

• Assist in the prioritization of resources among projects and work streams.

• Liaise between the business, HR Centers of Excellence, and internal departments as needed to ensure the timely delivery of projects.

• Build and maintain effective, collaborative, and consultative relationships with stakeholders and across the Museum.

• Enable continuous process improvement by facilitating debriefs on project successes and opportunities.

• Support special projects and cross-institutional initiatives.

• Other duties as assigned.

REQUIREMENTS & QUALIFICATIONS:

• BS in business or related field.

• 5 - 7 years of project management experience with proven experience managing multiple projects simultaneously for different stakeholders.

• Associate in project management, PMP certification and/or formalized project management training preferred.

• Experience with project management tools and agile processes.

• Experience working with or on a HR team with working knowledge of various HR functions, systems and best practices.

• Strong interpersonal, organization, analytical and critical thinking skills.

• Intellectually curious, solutions oriented with a growth mindset and a previous track record of strong performance.

• Flexible and creative problem-solver.

• Ability to hold others accountable for deadlines and deliverables.

• Ability to navigate and thrive in ambiguity and with minimal direction.

• Ability to communicate across diverse audiences.

• Full command of Microsoft Office Suite and in-depth knowledge of project management tools.

COMPENSATION RANGE:

• Pay Range : $  145,000 - $165,000  / Annually   

• The advertised pay scale reflects the good faith minimum and maximum salary range for this role. The advertised pay scale is not a promise of a particular wage for any specific employee. The specific compensation offered to a candidate may be dependent on a variety of factors including, but not limited to, the candidate’s experience, education, special licensing or qualifications, and other factors.

Location Requirements

At time of employment, employees are expected to be located within commuting distance of the Museum. “Commuting distance” means that they are located in one of following states: New York, New Jersey, Connecticut, or Pennsylvania (the “Tri-state and PA” areas), and be able to commute to and from the Museum in a single day.

Benefits Offerings

The Museum provides competitive compensation, and generous benefits and perks for all eligible employees. Note: Benefits Offering may differ based on Employee Status.

• Medical, dental, vision and life insurance
• 403(b) basic retirement plan and optional matching retirement plan with an outstanding employer match
• Considerable paid time off, including annual leave, sick leave, and 13 Museum holidays
• Long-term disability coverage
• Flexible Spending Accounts & Health Savings Account (pre-tax income for eligible health care expenses)
• Commuter benefits (pre-tax income for parking or mass transit expenses)
• Free financial-planning services
• Financial assistance for relevant coursework, seminars, and training programs
• 25% discount for staff in Museum shops
• A subsidized staff cafeteria
• Access to the Museums Council pass, which grants free admission to various museums and cultural institutions

Research shows that women and people from underrepresented groups often apply to jobs only if they meet 100% of the qualifications. We recognize that it is highly unlikely that someone meets 100% of the qualifications for a role. If much of this job description describes you, then please apply for this role.

The Met is committed to the full inclusion of all qualified individuals. As part of this commitment, The Met will ensure that persons with disabilities are provided reasonable accommodations. If reasonable accommodation is needed in this process, please contact benefits@metmuseum.org.  

The Metropolitan Museum of Art provides equal opportunity to all employees and applicants for employment without regard to race, color, religion, creed, sex, sexual orientation, national origin, ancestry, age, mental or physical disability, pregnancy, alienage or citizenship status, marital status or domestic partner status, genetic information, genetic predisposition or carrier status, gender identity, HIV status, military status and any other category protected by law in all employment decisions, including but not limited to recruitment, hiring, compensation, training and apprenticeship, promotion, upgrading, demotion, downgrading, transfer, lay-off and termination, and all other terms and conditions of employment.