Director of Human Resources

About Us

Headquartered in Portland, Oregon, TEC has 30+ locations from Seattle to San Diego to the Midwest, serving thousands of customers across Washington, Oregon, California, Nevada, Arizona, Nebraska, Iowa and South Dakota.

 

TEC Equipment features Mack and Volvo heavy-duty trucks, Hino and Isuzu medium duty trucks, Wabash trailers and Cottrell auto transport trailers. We offer a large and desirable inventory of new Mack and Volvo heavy-duty trucks and all makes of used trucks. Our full-service line-up also features quality parts, state-of-the-art service, collision centers and fuel, leasing/rental, financing, and insurance. Our locations are authorized service centers for Mack, Volvo, Cummins, Meritor, Eaton and Fuller warranties. TEC truly offers the convenience of one-stop shopping for all trucking-related needs.

Overview

The Director of Human Resources focuses on optimizing TEC’s most important resource: its people. Closely linked to this objective is providing leadership to and development of the company’s entire HR team. Reporting to the Chief Legal Officer, the Director of HR leads and develops the company’s entire HR team, which covers three key functional areas: employee relations, compensation and benefits, and talent acquisition.

 

The Director of HR develops and maintains policies and programs that position TEC as an employer of choice and provides an ongoing outstanding employee experience. The position also serves as a trusted advisor to TEC executives and managers on all people-related issues and plays a key role in protecting the company from undue legal and compliance risk. The Director of HR must build effective cross-functional relationships with other senior leaders to ensure all HR activities align with the direction and opportunities of the business.

TEC’s Mission, Vision, and Values and applicable federal, state, and local laws and regulations guide the work of the Director of HR at all times. Strategic planning and development constitutes approximately 50% of the Director of HR’s bandwidth, with the remaining half consumed by ongoing HR-related advice and management duties. The Director of HR will satisfy the essential job functions below through a combination of their own direct involvement and appropriate delegation to other team members.

Responsibilities

• Oversee the company’s entire HR function, including employee relations, compensation and benefits, and talent acquisition. Actively manage, mentor, and develop direct reports, including the Compensation and Benefits Manager, Talent Acquisition Manager, and Human Resource Business Partners (“HRBPs”).
• Actively manage the scope, measurement, and functional performance of employee optimization and employee relations efforts.
• Provide sound and prompt advice to executives and managers on all HR-related issues.
• Design and monitor the structure of the overall HR function to ensure an effective delivery model that drives continued improvement in TEC’s success as an employer of choice.
• Develop and implement strategies to help management attract, retain, and develop talent. Examples include tools for identifying high potential employees, effective interviewing, career development, performance management, rewards and recognition, and promotion of diversity, equity, inclusion, and accessibility (“DEIA”) efforts.
• Ensure that the HR department aligns strategically with the company’s cross-functional senior leaders. Take a direct and knowledgeable interest in company strategies and objectives to maintain an actionable understanding of how HR can support TEC’s business objectives. Develop strong relationships, goodwill, and trust throughout the company and influence accordingly on HR matters.
• Identify key people-related inputs that lead to quality outcomes for the company and employees. Report and optimize on related key performance indicators.
• Develop and maintain standardized performance review and succession planning tools for managers to use throughout the company footprint. Heavily leverage and promote the use of personal competencies as a common language around performance management.
• Perform all work in accordance with and proactively model TEC’s Vision, Mission, and Values; promote a positive company culture and entrepreneurial environment.
• Negotiate HR-related vendor contracts; manage and evaluate HR vendors on an ongoing basis.

Qualifications

• Bachelor’s degree strongly preferred, with a degree in business or human resources or related fields
• 10+ years supporting multi-location, multi-state businesses
• Experience working in a best practice, large company environment strongly preferred
• 5+ years of management experience in the HR field, with demonstrated experience and success in the key subfields of employee relations,