Human Resources Manager - Full-time / Part-time

Overview: The Human Resources Business Partner (HRBP) is responsible for supporting two to three regions with twelve to twenty-four branches, serving as an internal business resource for their operating business units, responsible for the implementation and execution of HR programs and procedures and providing HR advice to business partners. The HR Business Partner is the primary HR point of contact to the Region Managers that they support. They will provide advice and counsel and execute HR initiatives as a true generalist in multiple HR disciplines, including talent and workforce planning, as well as partnering with their Region Managers to drive performance standards through the effective implementation of the performance management process. In addition, the HRBP will have responsibility for driving the recruiting process in their regions, participating with their RM’s in interviewing and selection of candidates for key positions and putting forward pressure on laborer staffing as needed. Finally, the HRBP will drive effective employee relations and employment law compliance in their assigned business units. Location: Dallas, TX Key Responsibilities: 1. Providing Advice & Counsel: The HRBP is responsible for gaining a deep understanding of Region and Branch business objectives and identifying HR solutions to address operational needs. They should conduct dynamic needs assessments with their Region Managers to identify improvements in HR solutions that help the business to achieve its operational, customer service and financial goals. In addition, the HRBP shall serve as the primary liaison between corporate HR and their regions, helping to identify needs for HR program development and influencing their business units to execute HR programmatic and policy solutions. 2. Performance Management: The HRBP is responsible for partnering with their Region Managers to drive quarterly performance check-ins, ensuring full implementation, while providing coaching and training to Branch staff to make them more effective at this process. In addition, the HR Business Partner should facilitate calibration of performance, ensuring that performance standards are clearly articulated and consistently applied. The HRBP should assist Region and Branch Managers in identifying significant and/or chronic poor performers and develop well-crafted, fair performance improvement plans. As the company develops a pay for performance process, the HRBP must ensure that merit and bonus pay are equitably assessed and administered. The HRBP shall also work with Region and Branch Managers to ensure the quality of feedback provided in the end of year annual performance appraisal. Finally, the HRBP should assist in the training of performance management curriculum, as needed. 3. Talent Planning: The HRBP should consult with and help their Region Managers accurately assess the current performance capabilities of their teams, identifying promotable talent and talent gaps caused by voluntary turnover and planned exits of poor performers. The HRBP should also provide support in crafting individual development plans for high potentials. The HRBP should liaise with Corporate Recruiting to anticipate region talent needs in a 3-6 month time frame that must be filled through external talent. 4. Recruiting: The HRBP will partner with Corporate Recruiting, proactively communicating talent needs and identifying open positions and anticipated openings, as well as the skills and competencies needed in the region. In addition, the HRBP will facilitate the interview process for key branch candidates, including Branch Managers and Business Development Managers and participate in the interviewing and selection of these candidates. The HRBP shall also utilize tools provided by Corporate HR, such as job descriptions, competency assessments and structured interview guides, driving effective employee selection. Finally, the HRBP shall partner with operations and corporate recruiting to execute programs that alleviate critical shortages of laborers and other branch staff, on an as needed basis and ensure that all recruiting efforts take into account the requirements contained in Affirmative Action Plans. 5. Employee Relations: The HR Business Partner shall educate employees on the policies and procedures of the Company, orienting new hires, conducting lunch ‘n learns for current staff and effectively communicating new polices as they are implemented. The HRBP shall also ensure that all company policies are applied fairly and consistently, taking into account the employee’s perspective, the needs of co-workers as well as the needs of the business. The HRBP shall facilitate dispute resolution, investigating internal and external complaints to ensure the Company’s compliance with legal obligations and internal policy. The HRBP shall conduct periodic audits of Branch records and procedures, ensuring compliance with company procedures and federal, state and local laws. The HRBP shall also focus on employee engagement, partnering with their Region Managers to develop action plans following employee surveys. They shall also ensure that rewards and recognition programs are functioning effectively and that turnover is minimized, while implementing best practices to improve employee engagement and morale. 6. Human Resources Operations: The HRBP shall follow all HR Standard Operating Procedures (SOP’s) and assist their business partners, as needed, with following the SOP’s. The HRBP should also look at opportunities for continuous improvement in SOPs and make suggestions to the VPHR and corporate HR staff as appropriate. 7. Employee Benefits: The HRBP shall develop a deep knowledge of employee benefits, providing advice and counsel to employees as questions arise, while directing employees to the appropriate corporate resource when needed. The HRBP shall assist the Corporate Benefits Administrator in the roll out of open enrollment, facilitate new hire benefits communication and explain changes in benefits, as need. HR BUSINESS PARTNER COMPETENCIES 1. Drive for Results: Takes on aggressive goals and exerts maximum effort to achieve them. Does whatever is necessary and goes above and beyond to achieve objectives. Confronts obstacles to success directly and overcomes them. Demonstrates resilience in the face of setbacks or failure. Sets high standards for achievement and holds himself or herself accountable for results. Demonstrates an impeccable work ethic and impresses upon his business partners the need for similar behavior. 2. Planning and Organizing: Assesses work to be accomplished and logically prioritizes tasks and deliverables. Develops clear project plans for major projects, setting timelines, resources and clear lines of responsibility. Demonstrates ability to multi-task, managing large projects, while not losing sight of the details. Demonstrates excellent time management skills. Knows when to re-prioritize and effectively communicates work status to all key stakeholders. Re-negotiates priorities when absolutely necessary before a deadline is missed 3. Business Acumen Demonstrates an understanding of business, including budget management, P & L management, basic financial principles, customer engagement and operations. Can identify the human resources ‘drivers’ that will assist the business in achieving its strategic objectives. Administers HR process in an efficient manner, with an understanding of the cost impact on the business. Always strives to remain on budget. 4. Impact and Influence Inspires confidence through subject matter expertise, effective communications and the ability to deliver as promised. Carefully evaluates data and takes persuasive, fact based positions. Can readily understand the needs of key internal clients and develops logical solutions that meet the needs of business partners. Understands the organization’s decision-making process, understands the differing points of view and uses this information to build consensus amongst the Region leadership and HR teams. Can develop a compelling vision for the future and motivate and inspire others to help achieve objectives. Demonstrates executive maturity and can communicate on a peer level with Region Managers and HR peers. Knows when to ‘push back’ and when to accept another point of view and execute. 5. Resilience and Flexibility Can function effectively in a fast paced, entrepreneurial business environment, dealing with changing priorities and the ability to turn on a dime to deal with an unexpected contingency. Can productively deal with conflict, staking out principled positions and engage in vigorous debate. Possesses a ‘thick skin’, with the ability to not take criticism personally and maintain positive relationships even when there is spirited disagreement. Can effectively execute even in the absence clearly delineated rules or procedures. 6. Ethics and Integrity Lives by a core set of principles based on truthfulness, empathy and a desire to positively impact the lives of those around them. Can maintain a confidence, protect private information and act with discretion. Makes commitments only when there is a good-faith belief that they can be met. Tells the truth and takes the initiative to share information, even if it paints oneself in a bad light. Understands legal standards and strives to comply with them. 7. Interpersonal Effectiveness Listens effectively, striving to truly understand a point of view before offering one’s own. Demonstrates empathy, with a sincere appreciation of people’s challenges and feelings. Can screen out distractions and have a conversation that is ‘in the moment’ and focused on the person and their concerns. Truly strives to be helpful and goes out of the way to improve the lives of business partners and employees. Communicates clearly, capturing areas of agreement and/or disagreement and summarizing next steps. Tailors message to the audience, with an ability to connect with people at all levels of the organization, regardless of education level, gender, ethnicity or other differences. Values differences in others. Open to well intentioned feedback. 8. Judgment Exercises sound judgment. Applies life experience and expertise to help others solve problems and improve their performance. Acts as a trusted advisor and is sought out by others for advice. Asks questions that enable people to see the full picture and to reach sound conclusions on their own. Knows when to coach and when to empower others to learn from their own experience. REQUIRED SKILLS & EXPERIENCE:  Minimum of 8-10 years experience, with significant field HR generalist experience supporting an operating business unit  Experience in multi-unit environments with large hourly populations  Demonstrated excellence in the Key Responsibilities section of this Job Description  Bachelors Degree in Human Resources or related major. Advanced degree in Human Resources, Organizational Development of Law preferred and S/PHR certification desirable.  Fluency in Spanish strongly preferred  Ability to travel up to 50%, including both day trips and overnight trips