Sr Manager Human Resources - Field

POSITION SUMMARY: The Senior Human Resources Manager - Field provides support for the field operations, by providing guidance and taking the initiative on all aspects of the Human Resources function for mergers and acquisitions, divestitures and the integration of culture at those locations; partners with the operations teams on specific projects and initiatives, focuses on process improvement for the field Human Resources management team and acts a liaison with the labor team and field units providing support and engagement, when needed. The Senior Human Resources Manager - Field will be responsible for all compliance related initiatives impacting the field, along with other projects that are assigned.

PRINCIPAL RESPONSIBILITIES:

• Maintains thorough and up-to-date knowledge of the industry and assigned areas of responsibility to serve as an effective business partner.
• Partners with the M&A and local teams, participating and driving the pro-forma process to ensure compliance with legal aspects, including state and federal minimum wage laws, I-9 compliance and other applicable legal requirements.
• Creates and maintains a web-based M&A HR platform for live updates on potential deals and updates of diligence.
• Partners with field, including operations and HR, to educate and assist locations through the entire diligence process for both buy/sell agreements.
• Drives continuous improvement and integrates industry and company best practices into the integration of people, process, and technology.
• Leads the local leaders in organizational development and culture integration.
• Ensures compliance with integrations specifically surrounding the work eligibility process and onboarding.
• Provides leadership in coordinating subject matter experts in HR, compensation, benefits, legal, and labor relations with the local field teams to ensure proper execution of responsibilities related to the buy/sell agreement.
• Responsible for time management relative to the buy/sell HR responsibilities and communication between the Field HR Team and the Business Development Team and ensuring that these activities / discussions are laid out in a project plan for the HR Team.
• Effectively leads the field organization through all divestitures to ensure that leaders are managing the exit of people and assets appropriately.
• May conduct investigations when employee complaints or concerns are brought forth; recommends follow up actions, as necessary and is instrumental in ensuring all appropriate next steps are followed.
• Champions compliance for all Human Resources related aspects in the field to ensure that the training is delivered; and execution and follow-up are consistent and within Company standards and guidelines.
• Liaisons with the labor relations team to assist the field in various situations that would require additional input and assistance.
• Performs other job-related duties as assigned or apparent.

QUALIFICATIONS:

• PHR or SPHR Certification.
• Thorough knowledge of federal and state employment laws.
• Specialized training in compensation, organizational planning and development, training and employee relations.
• Excellent organizational management skills.
• Demonstrated ability to serve as a knowledgeable resource to the management team.
• Ability to interact on a professional basis with all levels of management.
• Ability to evaluate, interpret and quickly respond to business needs.
• Excellent written and oral communication skills.
• Strong PC skills as demonstrated by advanced PC skills with business and communication software (Word, Excel, PowerPoint and Outlook).
• Strong ethics and the ability to maintain a high degree of confidentiality.

MINIMUM REQUIREMENTS:

• Minimum of 8 years of progressive Human Resources experience.
• Minimum of 7 years of Human Resources business partnership experience with field partners.

Rewarding Compensation and Benefits

Eligible employees can elect to participate in:
• Comprehensive medical benefits coverage, dental plans and vision coverage.
• Health care and dependent care spending accounts. 
• Short- and long-term disability.
• Life insurance and accidental death & dismemberment insurance.
• Employee and Family Assistance Program (EAP).
• Employee discount programs.
• Retirement plan with a generous company match.
• Employee Stock Purchase Plan (ESPP).

T