Regional Human Resources Manager

Responsibilities:

• Ensure consistent delivery of core HR processes through close partnership with the operational business leaders – manage and oversee the following, but not limited to -Leave of Absences, Employee Relations Investigations, Unemployment Claims, WC Processes, ensure compliance with Federal and State labor laws and regulations for multi-state, address employee inquiries and resolve HR-related issues.
• Provides guidance and expert advice to leaders and managers on employee relations issues. Serves as a trusted advisor to employees and managers on HR-related matters. Manages employee relations including conducting investigations and developing solutions that result in timely conflict resolution, and grievances processes.
• Assist with guiding management with Leave of Absence (Personal, FMLA) to stay in compliance with agency policies/procedures, applicable legislation, and best practices within Durham.
• Manages interactive process for disability accommodations and document accordingly.
• Partners with MX Management to communicate HR expectations and ensure compliance
• Support payroll and benefits programs (conduit /resource to escalating any payroll and benefits concerns)
• Policy Management - interpret Company Policies and CBA’s representing the organization in personnel and employment law compliance related investigations, grievances, and hearings.
• Recommends, evaluates, and participates in Performance Management for field leaders and hourly incumbents.
• Oversees employee disciplinary meetings, terminations, and investigations. Provide guidance and recommendation on next step disciplinary action, administrative leave, and/or termination.
• Coach managers on performance management, feedback, employee development and career pathing
• Transparent partner by working with the people managers to determine the appropriate course of action with regard to staffing, hiring, performance management, safety or/or attendance concerns.
• Partner as a coach with salaried leaders and participate in hourly meetings with supervisors and employees.
• Works with management/leadership to develop retention strategies that foster employee engagement and reduce turnover.
• Manage annual performance review process, compensation assessment and/or planning
• Lead the process and communication for annual merit and performance reviews
• Talent Review/Management - focused on 9 Box and Succession planning, employee growth and development, and organizational talent development initiatives/programs
• Align talent strategy and field leadership succession planning with the company business objectives through recommendations, decisions and empowering the business to develop their talent in order to support future growth. (Leverage our Talent Management Team – Haze/Heather).
• Recommends training and development strategies for broad and individualized needs. Implements training programs for specialized issues, e.g. - skill enhancement, performance management, sexual harassment, and other employee initiatives.
• Provide objective and strategic input and guidance to employees at all levels related to policy interpretation and implementation, career development, and general management / employee relationship issues
• Foster a positive work environment and company culture, while providing guidance and support to management on HR matters
• Recommends and assists in the development of staffing strategies (conduit and resource with Talent Acquisition Team / Field Recruiters)
• Centralized recruiting, act as the HR point of contact to support the recruiting for salaried positions.
• (Nice to have: Maintain, deliver, and continuously improve an effective onboarding program for new hires aligned with corporate and local requirements driving retention of top talent).
• Partners with management to assist with conducting new-employee (MX Supervisors) orientations (related to all HR matters, processes, and contacts).
• Manage the onboarding process for new employees together with the managers, ensuring a smooth introduction to the team and the company.
• Conducts exit interviews, analyzes data, and makes recommendations.
• Manages company programs/initiatives to drive employee engagement and retention.
• Utilizes data to understand the culture of the organization and deploys strategies to increase employee engagement, including opportunities identified with training, coaching and development.
• Manage and communicate annual Benefits Open Enrollment Process
• Builds and maintains positive and collaborative relationships with internal and external stakeholders, such as senior management, employees, colleagues, and customers (where applicable).
• Conducts or participates in special projects and other HR initiatives as needed to meet overall company and department strategic goals and initiatives.
• May require other duties as assigned.

Experience: 3-5 years of progressive HR experience as a business partner to department managers and senior leadership.

Education: Bachelor’s degree in Human Resources or related discipline.

Key Competencies:

• Critical thinking and problem-solving skills
• Detail-oriented with the ability to handle several projects and tasks independently
• Strong professional verbal and written communication skills
• Coaching and mentoring skills
• Excellent interpersonal communication and ability to clarify complex processes and procedures to staff, customers, and auditors
• Ability to thrive in a fast-paced environment.

Preferred knowledge, skills, or abilities:

• Strong problem-solving, communication, and organizational skills.
• Ability to collaborate with Team Members from all areas of the organization including senior leaders.
• Experience leading and providing appropriate guidance and feedback necessary for the development of sr. leaders direct reports.
• Ability to apply timely and accurate decisions.
• Strong attention to detail, with the ability to dig into the details to identify and solve problems
• Resourceful; finds ways to help clients navigate complex situations, where answers are not clear cut; learns from client inquiries to determine where additional training or communications may be necessary
• Demonstrated strong written and verbal communication skills including experience creating presentations
• Proven knowledge of HR industry practices
• Demonstrated strong facilitation and presentation skills
• Demonstrated problem solving and decision making skills
• Demonstrated ability to influence and partner within a diverse organization to help drive business results
• Proven ability to manage conflict and the courage to challenge organizational thinking

Professional certification: SPHR or PHR preferred.