Job Summary:
Under the general direction of a District HR Manager works with assigned location management to implement HR programs and strategies to support and achieve business objectives and improve organization effectiveness across the entire workforce.
Duties and Responsibilities:
-Areas of emphasis include change management, management of culture, and the delivery of human resources best practices in the areas of compensation and rewards, performance management, talent management and development, staffing/recruitment, organizational design, employee and labor relations, and business and program analysis.Responsibilities cover multiple retail & hospitality locations over several states.
-Works closely with location management to develop and implement location level Human Resources programs and strategies which align to district business priorities.Provides direction and guidance to subordinate HR associates engaged in execution of HR policies and procedures and ensures personnel services are provided to supported activities in an effective and timely manner.
-Assists District Human Resources Manager to deliver and implement core HR functions and strategies in areas of: management/staff recruitment, selection and placement, compensation management, performance management, classification training, new hire orientation, communication of rewards programs, and benefits enrollments.Conducts internal investigations and preparesemployee relations corrective action documents. Participates and/or assumes a leadership role in regular major wage surveys.
-Participates in HR planning.Works with location management to identify short and long term HR business requirements.Provides input to District HR Business Plans.
-Maintains high visibility in assigned locations.Regularly meets with associates and managers to communicate HR programs, and stay abreast with organizational changes, climate, concerns, etc.
-Monitors and anticipates staffing requirements.Develops and local recruitment plans supporting location and district objectives.Identifies and develops recruitment resources and aggressively pursues recruitment of high quality talent.
-Delivers and/or coordinates district training and developmental programs.Conducts needs assessments, and may modify corporate programs to meet district/location requirements.Identifies training resources and training plans, and conducts training as appropriate.Ensures core job skills and orientation training programs are in place.
-Coordinates the performance management process for assigned locations.Assists business units and associates in developing measureable and relevant business objectives focused on improving individual, group and organization performance. Ensures a performanceimprovement process is in place to ensure individual work objectives stay on track and achieve business objectives.
-Conducts organizational reviews and makes recommendations regarding work assignments to maximize efficiency and use of available talent.Ensures consistent job classifications and pay levels.Identifies skills needs and gaps and initiates action to remedy.Identifies high potential associates for development.
-Supervises Human Resources Representatives.Ensures an ongoing HR skills training and development program is in place.Ensures Human Resources System (PeopleSoft) data integrity is complete, accurate and timely and administrative functions are accurate, relevant, and timely.Ensures customer service and satisfaction is the paramount priority.
-Works under the general supervisor on the District Human Resources Manager.Work assignments are established through communication of general business priorities. Work is reviewed via regular progress reviews and assessed in terms of outcomes achieved.
-Performs other duties as assigned.
A total of 6 years consisting of the following:
GENERAL EXPERIENCE :3 years of responsible experience in non-routine work which enabled the applicant to gain a good general understanding of the systems, methods and administrative machinery for accomplishing work; the ability to analyze problems, apply sound judgment in assessing practical implications of alternative solutions and resolving the problems presented; and the ability to communicate effectively with others, both orally and in writing.
OR
SUBSTITUTION OF EDUCATION FOR EXPERIENCE: 1 year of academic study above the high school level may be substituted for 9 months of experience, up to a maximum of a 4 year bachelor's degree for 3 years of general experience.
AND
SPECIALIZED EXPERIENCE :3 years of progressively responsible experience in Human Resources work in at least two of the functional specialization's such as:employment, labor/employee relations, classification and wage administration, employee development and training, or career management (experience may be obtained in HR generalist or in HR specialist positions); or one of the predominant specializations (labor/employee relations, employment, or training and development) with a total background and experience which provides evidence of an understanding of the relationship of the specialization to the other functional areas.