Regional Human Resources Manager

As a strategic partner, the Regional HR Manager (RHRM) aligns business objectives with management and associates in their designated region and locations.  Serves as a consultant to management on Human Resources related items.  Assesses and anticipates Human Resources needed in the Field, proactively communicates within the HR Team and management in the Field to identify needs and resources.  The RHRM formulates partnerships across the HR function that delivers value added service to management and associates reflecting the business objectives of the organization. 

DUTIES AND RESPONSIBILITIES:

• Work closely with Director of Human Resources to brief them on all HR related items within your support.
• Lead status/update calls with your respective site locations.
• Identify methods that will enhance associate and customer relations within region that supports organizational growth.
• Design and implement policies and procedures on staffing and workforce management to optimize productivity and customer service.
• Create and deliver development and learning programs for management and associate staff that enhance job skills and training.
• Oversee compliance to and ensure adherence to state and federal, employment, benefit and OSHA laws and regulations.
• Support talent management in recruitment and retention programs.
• Drive and Support talent acquisition initiatives which contribute to sourcing, interviewing, selecting individuals that help to build bench strength within the organization.
• Assess data regarding employee engagement and satisfaction. Provide leaders recommendations on options to address or best practices at other locations.
• Help leaders understand where the people risks and opportunities lie within decision-making.
• Provide HR Policy guidance and interpretation.
• Conduct effective, thorough, and objective employee investigations.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of associates, reducing legal risks, and ensuring regulatory compliance. Partner with legal as needed/required.
• Investigate, analyze, and make recommendations regarding complex associate relations issues, organization design challenges, and engagement.
• Provide counsel to associates about management decisions, company policies, federal, state, and local laws, governmental rules, regulations, and procedures.
• Analyze exit interview data and various reports to identify trends and develop creative solutions for areas of opportunity.
• Counsel associates on resources available to assist with wellness, leaves, and other company programs.
• Understand and discuss company compensation and benefit programs.
• Provide support and guidance for internal and external selection and overall recruitment needs.
• Prepare and analyze monthly reports and statistics.
• Advises and counsels during complex team member relations' interventions (e.g., performance improvement process) and monitor progress.
• Participates in the creation of long-term HR to ensure sustainable capabilities to deliver on strategy.
• Special projects as assigned.
• Develop succession plans with locations of responsibility.
• Provide guidance and input on business unit restructured, workforce planning and training.

Typical Knowledge and Skills: 

• Knowledge of employment law (i.e. Wage and Hour, FLSA, ADA, FMLA, EEOC, etc.)
• Knowledge of local, state, and federal laws
• Ability to communicate at all levels of the organization
• Strong organizational skills as they relate to investigations and documentation
• Exceptional conflict management skills and commitment to confidentiality in all aspects of HR functions
• Effective training and facilitation skills for large and small groups
• Proficiency with MS Office (Word, Excel, Outlook, Access, PowerPoint) and HRIS system
• Strategic, analytical, detailed, energetic, and able to work in a fast-paced, team-oriented environment
• Self-motivated and directed
• Strong presentation skills

POSITION QUALIFICATIONS:

• Education or Equivalent Experience: Bachelor’s Degree or equivalent experience required.
• Supervisory/Managerial Experience: 2 or more years
• Function Specific Experience: 5 years of Human Resource Experience
• Industry Experience: 3 years in a retail or food ad beverage setting highly preferred
• Certification Requirements:  SPHR or PHR preferred but not required
• Travel Requirements:  Up to 50%
• Schedule:  May require some nights, weekends, and holidays.