What are the responsibilities and job description for the Area HR Manager position at Kuehne Nagel?
The Area HR Manager provides a broad range of HR support and consulting services to multiple locations & business units within the area, serving as the primary Human Resources contact and advisor to managers and employees.
• Gain and maintain an understanding of the industry, the business and its strategy.
• Provide HR leadership to meet business unit goals & objectives by providing business insight and perspective to the Centers Of Excellence and Employee Services and collaborating with them to develop &/or deliver HR solutions and content for the business
• Provide coaching and counseling to managers and employees on a wide range of HR matters to solve problems and deliver appropriate solutions.
• Analyze trends and metrics as they apply to assigned business groups; use data and analysis to provide insight for decision making and provide appropriate interventions to achieve business goals and increase employee engagement, commitment and retention.
• Proactively engage in strategic business planning where there is HR impact in order to align HR strategy with business objectives
• Provide day to day to advice, counsel and guidance to non-union location management on all manner of disciplinary and operational issues to ensure fair, consistent and legally defensible treatment of employees.
• As directed, conduct investigations and recommend and/or develop resolutions to employee complaints or claims of unfair treatment, harassment and/or discrimination based on sex, age, race or disability. Participate in the preparation of legal defense and as necessary in governmental hearings or investigations.
• Act as “gatekeeper” to review and advise on employee terminations, suspensions, demotions, disciplinary actions and reductions in force to ensure compliance with federal and state laws, and consistent application of internal policies, procedures, and acceptable management practices.
• Responsible to help develop policies and provide guidance to ensure compliance with respect to all applicable federal, state and local labor laws, e.g., NLRA, EEO, FMLA, ADA, DOL, FLSA, and similar regulatory requirements.
• Provide day-to-day guidance on labor contract interpretation for unionized locations to ensure consistent application and compliance, and help formulate strategies to achieve operational objectives.
• Participate in deciding when an issue may be arbitrated and/or to negotiate a settlement. If an issue is to be arbitrated, will assist in preparation of Company’s case.
• Assist during collective bargaining of labor agreements within respective business units. May serve as management representative in any related bargaining or interpretive meetings with union or outside agencies.
• Union Avoidance- as necessary assist in development and implementation of a strategy to counteract an ongoing campaign and to prevent a union from successfully organizing at a specific location and more broadly to develop and implement specific, ongoing union avoidance programs, especially education of supervisors and related tools to ensure measures are in place to prevent unionization at any location
• Participate in any miscellaneous projects or needs that may arise, e.g., recruiting for a large new account, presenting a new benefits program to all employees, conducting training initiatives, e.g., on sexual harassment, union avoidance, substance abuse, etc.
• Serve as back-up to one or more fellow Area HR Managers when necessary.
• Previous experience supporting business clients in a matrix environment
• Strong interpersonal, presentation, written and verbal communication skills required in order to communicate and present across all levels within the organization
• At least five years of experience in employee relations, with emphasis on employee and/or labor relations and human resources policy development
• Ability to meet deadlines while working on multiple projects
• Ability to travel frequently and on short notice
• Experience with multiple locations &/or business units, dealing with a broad range of HR-related areas at senior levels of organization
• PHR, SPHR, GPHR certification required
Preferred:
• MA/MBA
• Supply chain HR experience
• Experience working in a union environment
Your Role
Partners with HR peers, HR “Employee Services” and “Centers of Excellence” in execution of field and regional HR programs and strategies, nation-wide HR team projects & initiatives, and to seek and provide innovative solutions that support and optimize the operating objectives of the business, mitigates risks and ensures legal compliance contributing to the long term financial success of the company.Your Responsibilities
• Establish and maintain a positive and productive relationship with senior business leaders within assigned business units to establish HR strategic direction and drive business effectiveness• Gain and maintain an understanding of the industry, the business and its strategy.
• Provide HR leadership to meet business unit goals & objectives by providing business insight and perspective to the Centers Of Excellence and Employee Services and collaborating with them to develop &/or deliver HR solutions and content for the business
• Provide coaching and counseling to managers and employees on a wide range of HR matters to solve problems and deliver appropriate solutions.
• Analyze trends and metrics as they apply to assigned business groups; use data and analysis to provide insight for decision making and provide appropriate interventions to achieve business goals and increase employee engagement, commitment and retention.
• Proactively engage in strategic business planning where there is HR impact in order to align HR strategy with business objectives
• Provide day to day to advice, counsel and guidance to non-union location management on all manner of disciplinary and operational issues to ensure fair, consistent and legally defensible treatment of employees.
• As directed, conduct investigations and recommend and/or develop resolutions to employee complaints or claims of unfair treatment, harassment and/or discrimination based on sex, age, race or disability. Participate in the preparation of legal defense and as necessary in governmental hearings or investigations.
• Act as “gatekeeper” to review and advise on employee terminations, suspensions, demotions, disciplinary actions and reductions in force to ensure compliance with federal and state laws, and consistent application of internal policies, procedures, and acceptable management practices.
• Responsible to help develop policies and provide guidance to ensure compliance with respect to all applicable federal, state and local labor laws, e.g., NLRA, EEO, FMLA, ADA, DOL, FLSA, and similar regulatory requirements.
• Provide day-to-day guidance on labor contract interpretation for unionized locations to ensure consistent application and compliance, and help formulate strategies to achieve operational objectives.
• Participate in deciding when an issue may be arbitrated and/or to negotiate a settlement. If an issue is to be arbitrated, will assist in preparation of Company’s case.
• Assist during collective bargaining of labor agreements within respective business units. May serve as management representative in any related bargaining or interpretive meetings with union or outside agencies.
• Union Avoidance- as necessary assist in development and implementation of a strategy to counteract an ongoing campaign and to prevent a union from successfully organizing at a specific location and more broadly to develop and implement specific, ongoing union avoidance programs, especially education of supervisors and related tools to ensure measures are in place to prevent unionization at any location
• Participate in any miscellaneous projects or needs that may arise, e.g., recruiting for a large new account, presenting a new benefits program to all employees, conducting training initiatives, e.g., on sexual harassment, union avoidance, substance abuse, etc.
• Serve as back-up to one or more fellow Area HR Managers when necessary.
Your Skills and Experiences
• Bachelor’s degree, plus 5+ years of experience in a strategic HR Business Partner role• Previous experience supporting business clients in a matrix environment
• Strong interpersonal, presentation, written and verbal communication skills required in order to communicate and present across all levels within the organization
• At least five years of experience in employee relations, with emphasis on employee and/or labor relations and human resources policy development
• Ability to meet deadlines while working on multiple projects
• Ability to travel frequently and on short notice
• Experience with multiple locations &/or business units, dealing with a broad range of HR-related areas at senior levels of organization
• PHR, SPHR, GPHR certification required
Preferred:
• MA/MBA
• Supply chain HR experience
• Experience working in a union environment
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