Dir Human Resources

Description

The role of the Director of Corporate Human Resources is to direct and implement quality human resources processes, systems, products, and services to Corporate based managers and employees. This position will report to the Chief Human Resources Offier but will partner with a number of business segment senior leaders. This person will have two direct reports. As such this individual will contribute to overall strategy and business plans both from a broad business perspective and with a focus on most effectively investing in, developing and leading the human resources for the Corporate office. In collaboration and alignment with her/his divisional peers and corporate HR leaders, the position will have responsibility for all aspects of Human Resources management including talent acquisition and talent management strategies, organization development , training and leadership development, diversity, and employee relations. The individual will have specific focus on developing and sustaining a culture that promotes a customer centric and innovative employee climate that is aligned with the business' goals and objectives.

Essential Job Functions:

• Counsel with managers to identify and implement actions that promote a union-free environment, including positive employee relations training.

• Assist management in maintaining positive employee relations by assessing the internal employee climate. Consistently visits branches to solicit and engage dialogue and discussions with all personnel pertaining to employee issues and concerns. Develops branch visit summary reports to senior management detailing any areas of improvement that will need to be addressed appropriately.

• Act as the primary contact for local employee relations issues. Coach both employees and managers on correct interpretation and administration of company policy.

• Act as the primary lead in employment related activities. Develop action plans to respond to staffing issues; assure recruitment and selection of candidates that meet technical, professional and interpersonal requirements; analyzes projected and current staffing needs; recruit, interview, test, and select candidates to fill vacant positions in a timely and effective manner.

• Works with business unit VP’s and managers to develop proactive training plans that prepare employees to meet current and future business objectives. Assist in identifying high potential employees, help develop training programs to promote advancement from existing positions

• Works closely with HR / Workers Compensation Analyst to assist local managers with current issues with policies and procedures.

• Ensures internal consistency and equity to administering the job evaluations and compensation programs; composes new and revised job profiles and recommends evaluations.

• Work with local managers to ensure each operation is operating in accordance with federal, state, and local employment requirements, e.g., Fair Labor Standards Act (FLSA), Title VII, OFCCP, etc.
Qualification

• Bachelors degree in Human Resources / Industrial Relations or related field. Masters preferred.

• Five plus years in a senior HR position that included direct responsibility for organizational design and development, training, strategic planning, staffing, benefits, compensation and performance management in a diverse business environment with multiple facilities. .

• Solid employee relations experience and project/process leadership.

• Knowledge of federal and state laws related to employment and labor.

• Demonstrated ability to connect with employees from various levels in the organization. Ability to partner with hourly warehouse employees to senior management.

• Excellent communication skills (written, verbal and listening). Good business acumen. Awareness of basic principles of profit, loss, and cost management. Strong service orientation. High energy level and stamina to meet the heavy demands for time and service.

• Experience in coaching for business results, empowerment of others, leading/managing change, relationship building/coaching, total quality management, high performance management and problem solving.