HR Leader

Company Overview: At WashU Carwash, our mission is to be our community's preferred car wash brand by obsessively pursuing excellence in all things. We take pride in maintaining high standards and fostering a culture of continuous improvement. Our core values guide our approach to business and customer service: a strive-not-arrived attitude, the belief that good enough is not good enough, the importance of healthy communication rooted in respect, reliance on data-driven decision-making, and embracing a lean mindset.

About the Role:
We are looking for a hands-on HR leader to build and manage our people function through a transformative period of growth. Reporting into the CEO, the HR Lead will serve as a strategic business partner and trusted advisor to the leadership team and execute day-to-day HR operations for the company. This is an ideal opportunity for an experienced HR manager who wants to create and execute a best-in-class HR function for a growing company. This role requires an “in the trenches” attitude and someone who thrives on being a “player/coach”.

Key Responsibilities:

• Develop and implement an effective HR strategy that aligns with the WashU company goals and objectives and supports the overall vision and mission of the organization.
• Develop, manage and execute HR programs, processes and policies including, but not limited to, recruiting, onboarding, compensation and benefits, employee relations, performance and talent management, employee engagement, training and development, and exits.
• Partner with corporate and field leaders to develop and execute workforce planning, talent acquisition strategies, and onboarding programs to ensure the organization has the right talent in the right roles at the right time.
• Analyze trends in compensation and benefits, including competitive base and incentive pay programs, to ensure the organization attracts and retains top talent.
• Partner with field leadership to develop and implement new hire and ongoing employee training and development programs to enhance employee skills and performance.
• Design and execute performance management systems that drive performance, engagement, and career development for employees.
• Provide guidance and support to managers on employee relations issues.
• Ensure effective implementation and management of HR systems, technology, and data analytics to support the business needs of the organization.
• Develop and maintain effective communication channels with employees across the organization.
• Develop and maintain HR metrics to measure the effectiveness of HR programs and processes.
• Ensure compliance with local, state and federal employment laws and regulations.
• Develop and manage the HR budget, ensuring effective use of resources.

Qualifications and Experience:

• Bachelor's degree in human resources, business administration, or a related field. Master's degree preferred.
• Minimum of 7 years of experience in human resources, including at least 2 years in a management position.
• Excellent knowledge of HR policies, procedures, and best practices, including employment laws and regulations.
• Demonstrated experience in creating and executing HR strategies that align with organizational goals and objectives.
• Proven ability to design and implement innovative HR programs and initiatives that drive employee engagement, performance, and retention.
• Proven ability to partner with senior leaders and drive workforce planning and talent acquisition initiatives.
• Experience in HR systems implementations and data analytics initiatives.
• Strong business acumen, strategic thinking, and problem-solving skills.
• Excellent interpersonal, communication, and relationship-building skills.

Detailed Skills Description

• HR expertise: Deep knowledge of HR processes and practices, including compensation and benefits, performance management, and employee relations.
• Trusted Partner: Ability to serve as a trusted advisor and thought partner to the CEO and other executive leaders on business needs, including the ability to link and drive the human capital strategy to align with the businesses’ current and longer-term goals
• Talent management: Prior experience with leading L&D, Performance Management, Onboarding, People Development, Managerial Training, Employee Surveys, Succession Planning etc.
• Metrics Driven/Analytical skills: Comfortable developing HR metrics by translating key growth drivers into quantitative KPIs that align with short term tactics and a long-term growth strategy. Ability to analyze and interpret data and use this information to drive decision-making.
• Communication: Excellent communication skills, including the ability to articulate complex ideas to managers and employees.
• Change management: The ability to lead and manage change initiatives and to drive adoption of new processes and systems.
• Culture Building: Understanding of creating and maintaining company culture in alignment with the vision of the company, and in doing so, defining the attributes used to hire, develop, promote, engage and motivate employees. A track record of supporting a consistent culture across locations and geographies.
• Strategic thinking: The ability to think critically and develop long-term plans that align with the organization's goals and vision.

KPIs for this role

• HR Operations: Overseeing HR operations to ensure efficient and effective delivery and execution of HR services, including HR technology and analytics.
• Talent Acquisition and Management: Overseeing the development and execution of talent acquisition, retention, and management programs, ensuring that the organization has the right people in the right roles.
• Performance Management: Developing and implementing performance management systems to measure and evaluate employee performance, ensuring alignment with organizational goals.
• Learning and Development: Overseeing the design and delivery of learning and development programs to enhance employee skills and knowledge.
• Compliance: Ensuring compliance with all relevant labor laws and regulations, as well as internal policies and procedures.