Description
ABOUT THE BUSINESS
CBRE's Investment Accounting and Reporting Solutions is the only provider offering fully integrated real estate property accounting and fund administration services to developers, investors and asset managers. We pair deep real estate accounting expertise with industry-leading technology to tailor global and local accounting and reporting solutions for distinct portfolios, optimizing operations and reducing risk. This allows our clients to focus on competitive investment activities that drives value for investors.
We currently have more than 450 fund accountants servicing upwards of $120 billion in real estate funds in key global investment markets and 1,800 property accountants servicing more than 16,500 properties, making us the largest combined property and fund accounting business in the world.
We currently have more than 450 fund accountants servicing upwards of $120 billion in real estate funds in key global investment markets and 1,800 property accountants servicing more than 16,500 properties, making us the largest combined property and fund accounting business in the world.
JOB SUMMARY
Manages and oversees the effectiveness of HR/People (People) initiatives and programs for the global Investment Accounting & Reporting Solutions (IA&R) line of business. People initiatives and programs include talent management, workforce planning, performance management, employee engagement, training and development and legal compliance. May supervise HR managers and generalists, as well as partner with non-direct People Business Partners and subject matter experts. Performs work that includes interpreting considerable data, refining methods and processes, assessing unusual circumstances and incomplete or conflicting data. Uses judgment within defined policies and practices. Primary business partners are Sr. Global Leadership team (Managing Directors and above), Sr. Regional Management and first line supervisors. Provides People and business leadership for IA&R through the implementation and interpretation of policies and programs, coordination of information flow and marketing of HR strategy.
Links overall corporate People strategy into business plans for IA&R with an overall focus on Employee Engagement and the Employee Experience. Understands the business and is closely aligned with the business leaders.
Identifies and manages employment related risks, including litigation and investigations in accordance with government regulations and company policy.
Conducts performance management activities such as employee relations counseling, mediation and handles employee grievances.
Partners with the Talent Acquisition group and external recruiting resources to proactively anticipate staffing needs for continuous process improvement in the employee experience and speed-to-hire.
Partners with People's Centers of Excellence to implement all People initiatives within assigned region/functional area, including delivery of training programs.
Leads and provides transition support in conjunction with outsourcing services contracts, mergers, acquisitions and carve-outs. Must be comfortable meeting with IA&R clients to sell our onboarding capability and then an ability to connect internally with other People teams to coordinate large staff transitions, develop retention plans, and ensure a strong execution so staff onboarding.
Consults with senior management regarding all talent management activities, including talent assessments, succession planning and career pathing activities (including staffing needs and assessments, compensation, performance management, employee relations, policy compliance, training, etc.) for their respective employee populations.
Strives for greater efficiency of People resources services through the recommendation of new approaches to established, policies, procedures and programs to enhance the Employee Experience.
Provides direction and leadership to assigned People function staff.
May perform other responsibilities as assigned.
Travel as needed for the role.
Provides formal supervision to individual employees within the global IA&R People Business Partner network. Approves subordinates' recommendations for staff recruitment, selection, promotion, advancement, corrective action and termination. Effectively recommends same for next level management for review and approval. Plans and monitors appropriate staffing levels and utilization of labor, including overtime. Prepares and delivers performance appraisal for staff. Mentors and coaches team members to further develop competencies. Leads by example and models behaviors that are consistent with the company's values. Responsible for identifying training needs, tracking performance, coaching/development and motivating direct reports. Responsible for hiring, terminating, compensation and performance evaluation.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Links overall corporate People strategy into business plans for IA&R with an overall focus on Employee Engagement and the Employee Experience. Understands the business and is closely aligned with the business leaders.
Identifies and manages employment related risks, including litigation and investigations in accordance with government regulations and company policy.
Conducts performance management activities such as employee relations counseling, mediation and handles employee grievances.
Partners with the Talent Acquisition group and external recruiting resources to proactively anticipate staffing needs for continuous process improvement in the employee experience and speed-to-hire.
Partners with People's Centers of Excellence to implement all People initiatives within assigned region/functional area, including delivery of training programs.
Leads and provides transition support in conjunction with outsourcing services contracts, mergers, acquisitions and carve-outs. Must be comfortable meeting with IA&R clients to sell our onboarding capability and then an ability to connect internally with other People teams to coordinate large staff transitions, develop retention plans, and ensure a strong execution so staff onboarding.
Consults with senior management regarding all talent management activities, including talent assessments, succession planning and career pathing activities (including staffing needs and assessments, compensation, performance management, employee relations, policy compliance, training, etc.) for their respective employee populations.
Strives for greater efficiency of People resources services through the recommendation of new approaches to established, policies, procedures and programs to enhance the Employee Experience.
Provides direction and leadership to assigned People function staff.
May perform other responsibilities as assigned.
Travel as needed for the role.
SUPERVISORY RESPONSIBILITIES
Provides formal supervision to individual employees within the global IA&R People Business Partner network. Approves subordinates' recommendations for staff recruitment, selection, promotion, advancement, corrective action and termination. Effectively recommends same for next level management for review and approval. Plans and monitors appropriate staffing levels and utilization of labor, including overtime. Prepares and delivers performance appraisal for staff. Mentors and coaches team members to further develop competencies. Leads by example and models behaviors that are consistent with the company's values. Responsible for identifying training needs, tracking performance, coaching/development and motivating direct reports. Responsible for hiring, terminating, compensation and performance evaluation.
QUALIFICATIONS
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
EDUCATION and EXPERIENCE
Bachelor's degree (BA/BS) from 4-year college or university and a minimum of 7 to 10 years of related experience.
CERTIFICATES and/or LICENSES
Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) preferred or country-specific professional designation.
COMMUNICATION SKILLS
Ability to comprehend, analyze and interpret business related documents and offer strong business solutions to clients.
Excellent written and verbal communication, interpersonal, consultative and exceptional customer service skills and the ability to problem solve.
Ability to effectively respond to sensitive issues, complex inquiries or complaints from clients, co-workers, supervisor and/or management.
Ability to make effective presentations on general topics to an internal department, large group of employees, clients and/or management.
Ability to motivate employees and client groups to take desired action.
Ability to perform basic mathematical functions including percentages, discounts and commissions.
FINANCIAL KNOWLEDGE
Ability to perform basic mathematical functions including percentages, discounts and commissions.
Ability to perform basic mathematical functions and prepare complex spreadsheets using Excl functions.
REASONING ABILITY
Ability to solve problems and offer a variety of options and solutions.
OTHER SKILLS and/or ABILITIES
Strong Microsoft Word, PowerPoint and Excel skills required.
Knowledge of PeopleSoft.
SCOPE OF RESPONSIBILITY
Decisions made with in-depth understanding and interpretation of procedures, company policies and business practices to achieve general results. Responsible for setting department deadlines. Errors in judgment may cause long-term impact to co-workers, supervisor, department and/or line of business.
Equal Opportunity and Affirmative Action Employer Women/Minorities/Persons with Disabilities/US Veterans
This job is no longer active.