Senior HR Manager

As an EEO/Affirmative Action Employer, all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, or veteran status.

Waste Management (WM), a Fortune 250 company, is the leading provider of comprehensive waste and environmental services in North America. We are strongly committed to a foundation of operating excellence, professionalism and financial strength. WM serves nearly 25 million customers in residential, commercial, industrial and municipal markets throughout North America through a network of collection operations, transfer stations, landfills, recycling facilities and waste-based energy production projects.

I. Job Summary
As a member of the HR organization, the Senior HR Manager will be tasked with providing world class strategic people solutions and guidance to assigned managers' with a primary focus on tactical execution and support of internal manager clients. The Senior HR Manager is responsible for supporting and ensuring the execution of initiatives that build trust, employee engagement, leadership effectiveness, leadership development and workforce efficiency for a diverse workforce in an emerging and fast paced enterprise. The Senior HR Manager will direct and control People policies and programs to provide and maintain an effective organization which will enable the company to achieve its short and long-term goals. 

This role is for a Charlotte based candidate with the expectation of 30-40% travel in the South Atlantic area (NC, SC, GA).  This role supports a field based population of approximately 800 employees and 15 sites.

II. Essential Duties and Responsibilities
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Other duties may be assigned.
 

Employee Relations: 

• Identifies and activates HR solutions that impact the company's ability to meet business objectives. Must accurately diagnose organization issues, develop solutions and implement action plans
• Coaches and advises managers, supporting multiple functions/departments on people matters.
• Serves as an advisor to management for employment related legal issues and ensures local compliance with federal, state, provincial, and local employment laws.
• Counsels managers on various employee and labors relation matters. Partners with COE accordingly.

Performance Management:

• Coaches and advises managers, supporting multiple functions/departments on people matters.
• Execute organizational change initiatives that support the company's strategic business framework.
• Provides technical advice, knowledge, coaching and guidance to others within the human resources discipline.
• Oversees / monitors new employee orientation to foster engagement.
• Oversees employee separation notices and related documentation and orchestrates and/or conducts exit interviews to determine reasons behind separations.
• Prepares reports and recommends procedures to reduce absenteeism and turnover.

Talent Development: 

• Leadership activity will include managing talent through proper succession planning programs for key contributor and management positions, learning and development programs for preparing employees for career advancement and employee development programs to enhance employee knowledge and understanding of the business of the company and the industry.
• Participates as a key member of district operating unit and/or functional department leadership team providing people solutions to improve business impact.
• Partner with local teams to ensure ongoing recruitment outreach.
• Oversees training on company policy, programs and other issues as they arise.

Special Projects:

• Execute area/business unit/functional-level strategies to improve organizational health and culture. Lead and participate in diversity & inclusion initiatives.
• Proposes HR solutions and/or organizational changes at an operating unit and/or department level based upon an analysis of operational opportunities.
• Partners with appropriate Centers of Expertise (COE) to execute HR strategies, initiatives and programs to support business objectives at an Area and/or Functional level.
• Hires, leads, develops, and coaches members of the HR Organization.
• Execute organizational change initiatives that support the company's strategic business framework.
• Proactively identifies and applies new ideas to adapt to changing work demands.
• Participates in the budget process; analyzes data (year-to-date, year-over-year, to budget, to prior year, etc.)

 

III. Supervisory