HR Advisor

As an HR Advisor at Harris, your primary responsibilities include providing HR services to various business units, partnering with leadership to align HR strategies with organizational goals, and resolving employee relations matters effectively. You'll also manage the performance review process and play a key role in HR mergers and acquisitions, ensuring a positive employee experience during transitions.

To qualify for the HR Advisor role at Harris, you need a Bachelor’s degree in human resource management or a related field, along with a minimum of three years of HR experience, ideally in an HR Generalist or Business Partner capacity. Additional certifications such as PHR, SPHR, or SHRM-CP are preferred and will help you stand out.

The HR Advisor at Harris plays a pivotal role in enhancing employee engagement by partnering with HRBPs to implement HR strategies that drive performance and morale. You'll also facilitate training programs that promote employee development and foster a culture of feedback, ensuring everyone's voice is heard and valued.

The HR Advisor role at Harris is remote, allowing you the flexibility to work from home. However, there may be occasional travel required. You will be part of a supportive HR team, engaging in a fast-paced and dynamic environment where collaboration and innovation are encouraged.

An HR Advisor at Harris is responsible for proactively managing the performance review process, ensuring high completion rates, and tracking key metrics. You’ll provide support and guidance to managers to deepen the performance culture, fostering an environment where employees receive constructive feedback and opportunities for growth.

When answering this question, highlight your passion for human resources and how you align with Harris's mission of driving performance through strategic HR practices. Mention any specific elements of the job description that excite you, such as employee engagement or support during mergers and acquisitions.

Describe your approach to employee relations by discussing conflict resolution techniques you've successfully employed in the past. Emphasize your ability to advise and support employees and management in sensitive situations while remaining impartial and focused on achieving collaborative solutions.

If you have experience with WorkDay or any other HRIS, discuss specific tasks you’ve managed, such as performance tracking or reporting. If you're not familiar with WorkDay, mention your ability to adapt to new systems quickly and your previous experience with different HR platforms.

To answer this, talk about how you assess organizational needs, identify areas for improvement, and develop tailored HR strategies to meet business objectives. Use examples from your past experiences where you've successfully implemented changes that resulted in improved workforce performance.

Share a specific instance of a training program you created, its goals, the audience it targeted, and the outcomes it produced. Highlight any metrics or feedback demonstrating the program's success and how it contributed to enhancing employee skills and productivity.

Explain your method for managing performance reviews, such as preparing review forms, facilitating discussions, and collecting feedback. Emphasize the importance of constructive feedback and continuous improvement in your performance management approach.

Discuss your commitment to fostering a diverse workplace and share specific initiatives you've implemented, such as unconscious bias training or recruitment strategies targeting diverse candidates. Highlight how these initiatives improved workplace culture and performance.

Provide a concrete example of a change you faced in your HR career, detailing how you navigated the transition, engaged with stakeholders, and ensured continued productivity. Focus on the positive outcomes and lessons learned from the experience.

When answering, illustrate your strategic thought process by describing how you identify inefficiencies through data analysis, engage with leadership to discuss potential improvements, and implement recommendations that enhance overall operational effectiveness.

Emphasize the importance of open communication and empathy when dealing with disciplinary actions. Discuss how your approach focuses on resolving issues constructively while maintaining the dignity of all parties involved.