Senior Human Resources Business Partner Manager

Fleetwood is one of the oldest and most popular RVs on the road and in the RV industry. We have manufactured Class A RVs for over 65 years which is more than double most of our competition. Now manufacturing RVs under the Fleetwood, American Coach, and Holiday Rambler brands, we spent a lot of time figuring out how to make the best motorhome possible–and it all starts with construction innovation. From a perfect combination of power & reliability to hand-selecting your RV interior, we know how to make your RV Home a home.

Fleetwood is part of the larger REV Group (NYSE: REVG), a leading manufacturer of specialty vehicles for the fire & emergency and recreation markets. REV Group’s extensive vehicle line-up includes models such as ambulances, fire trucks, terminal trucks, RV’s and much more. Our 6,500 employees continuously demonstrate their commitment to building innovative and reliable vehicles that our customers can depend on whether for a family trip across the U.S. or when responding to an emergency. Rev Group is a veteran friendly employer and hires over 200 veterans and or those transferring out of the military each year.

Sr. HR Business Partner Manager

The Sr HRBP Manager serves as a partner and trusted advisor to leadership by aligning HR strategies and business objectives. The HR Business Partner, Sr. Manager, is responsible for providing HR solutions to help drive the REV mission to provide our customers with vehicles they can count on when it matters most. This is a critical role in ensuring a positive employee experience for the entire employee lifecycle and is responsible for understanding the business from both a tactical and strategic perspective.

The HR Business Partner, Sr. Manager, will develop relationships within their assigned business unit/client group to gain a deep knowledge of the business across the operation. The HR Business Partner, Sr. Manager, is expected to scale with the growth of the business, lead and develop diverse teams, solve problems with creative solutions, and deliver results on behalf of our customers.

Essential Duties and Responsibilities:

• Develop, analyze, and monitor HR Metrics that help support the development and execution of site strategies to improve organizational health and drive the REV culture. This includes the use of data analytics to make informed business recommendations and decisions.
• Develop strong business partner relationships in order to influence and coach their clients on effective employment practices and talent strategies.
• Continuously identify changes, gaps, and inefficiencies in existing processes and programs; provide standardization, simplification, and improvement recommendations.
• Oversee the business unit performance management and talent review processes while actively developing effective pipeline and succession plans.
• Defines, manages, and successfully implements change management processes and practices with a focus on REV Behaviors and Values.
• In conjunction with leadership, build and drive a positive employee culture. Actively oversee local employee communications, roundtables, training, engagement activities, and provides right-touch HR support to the business unit.
• Develop a workforce management plan to allow a strong partnership with Corporate Recruiting to design and execute staffing strategies for exempt/non-exempt hiring needs; own community relationships in order to facilitate those strategies.
• Lead, develop, and mentor the business unit HR team to drive optimal development and a high performing HR function. Escalates employee relations recommendations to Sr. HRBP Director, as appropriate.
• Guide leaders and employees regarding Company policies, values, HR programs (benefits, pay, and salary) administration, and interpretation to ensure policies and procedures are handled consistently and in a timely manner.
• Lead and participate in Diversity & Inclusion initiatives.

The above list of responsibilities is not exhaustive, and you may be required to undertake other responsibilities and/or training.

Required Knowledge, Skills, and Abilities:

• Highly proficient in the use of Microsoft Office suite (Excel, Word, Outlook, etc.)
• Excellent communication, both written and verbal, with employees at all levels within the organization.
• Must be trustworthy with highly confidential information and the ability to maintain confidentiality at all levels of the organization.
• Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.
• Must be able to quickly gain trust and build relationships.
• Exceptional organizational, interpersonal, and willingness to work within changing priorities.
• Self-motivated with the ability to stay on task.
• Innovative team player.
• Commitment to excellence and high standards.
• Sound judgment with the ability to make timely, and sometimes difficult decisions.
• Proven ability to handle multiple projects and deadlines.

Education and/or Experience:

• Bachelor’s degree in Human Resources, Business Administration, or related field or equivalent work experience.
• Master’s degree in Human Resources or Business Administration preferred
• Minimum eight (8) years' experience in Human Resource Management, preferably in a manufacturing environment.
• Strong working knowledge of federal and state laws, FLSA, DOL, EEOC, HIPPA, ADAA, and all other local and federal regulations required.
• PHR or SPHR Preferred.

Physical Demands:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The above information is intended to describe the general nature of this position and should not be considered a comprehensive statement of duties, activities, responsibilities, and requirements. Additional duties, activities, responsibilities, and requirements may be assigned, with or without notice, at any time. This job description is neither an employment contract nor a promise of work for any specific length of time.