Director HR Business Partner - Ocala, FL

Additional Locations:  
Requisition ID: 20699 E-ONE manufactures custom and commercial fire trucks including pumpers and tankers, aerial ladders and platforms, rescues of all sizes, quick attack units, industrial trucks, and ARFF (aircraft rescue firefighting vehicles).   Established in 1974, E-ONE has grown to become an industry leader in just a few decades, and today employs more than 1,000 people who manufacture over 400 fire trucks per year. Innovation has been the company's driving force and continues to be the impetus behind its pursuit of innovative technologies. The result is state-of-the-art fire rescue vehicles recognized for superior firefighting and rescue capabilities.   E-ONE is part of the larger REV Group (NYSE: REVG), a leading manufacturer of specialty vehicles for the fire & emergency, commercial, and recreation markets. REV Group’s extensive vehicle line-up includes models such as ambulances, fire trucks, school buses, terminal trucks, RV’s, luxury buses, and much more. Our 6,500+ employees continuously demonstrate their commitment to building innovative and reliable vehicles that our customers can depend on whether for a family trip across the U.S. or when responding to an emergency. Rev Group is a veteran friendly employer and hires over 200 veterans and or those transferring out of the military each year.  

Director HR Business Partner - Ocala, FL

 

REV Group is looking for a Human Resources Business Partner, Director, to lead a regional multi-site team within its Fire Division.  The Human Resources Business Partner, Director, serves as a partner and trusted advisor to leadership by aligning HR strategies and business objectives. The HR Business Partner, Director, is responsible for providing HR solutions to help drive the REV mission to provide our customers with vehicles they can count on when it matters most.  This is a critical role in ensuring a positive employee experience for the entire employee lifecycle and is responsible for understanding the business from both a tactical and strategic perspective.

The HR Business Partner, Director, will develop relationships within their assigned business unit/client group to gain a deep knowledge of the business across the operation. The HR Business Partner, Director, is expected to scale with the growth of the business, lead and develop diverse teams, solve problems with creative solutions, and deliver results on behalf of our customers.

 

Essential Duties and Responsibilities:

• Develop strong business partner relationships in order to influence and coach their clients on effective employment practices and talent strategies.
• Continuously identify changes, gaps, and inefficiencies in existing processes and programs; provide standardization, simplification, and improvement recommendations.
• Develop, analyze, and monitor HR Metrics that help support the development and execution of site strategies to improve organizational health and drive the REV culture. This includes the use of data analytics to make informed business recommendations and decisions.
• Oversee the business unit performance management and talent review processes while actively developing effective pipeline and succession plans.
• Defines, manages, and successfully implements change management processes and practices with a focus on REV Behaviors and Values.
• In conjunction with leadership, build and drive a positive employee culture.  Actively oversee local employee communications, roundtables, training, engagement activities, and provides right-touch HR support to the business unit.
• Develop a workforce management plan to allow a strong partnership with Corporate Recruiting to design and execute staffing strategies for exempt/non-exempt hiring needs.
• Lead, develop, and mentor the business unit HR team to drive optimal development and a high performing HR function.  Escalates employee relations recommendations to Sr. HRBP Director, as appropriate.
• Guide leaders and employees regarding Company policies, values, HR programs (benefits, pay, and salary) administration, and interpretation to ensure policies and procedures are handled consistently and in a timely manner.
• Lead and participate in Diversity & Inclusion initiatives.

 

The above list of responsibilities is not exhaustive, and you may be required to undertake other responsibilities and/or training.

 

Required Knowledge, Skills, and Abilities:

• Highly proficient in the use of Microsoft Office suite (Excel, Word, Outlook, etc.)
• Excellent communication, both written and verbal, with employees at all levels within the organization.
• Must be trustworthy with highly confidential information and the ability to maintain confidentiality at all levels of the organization.
• Proficiency with or the ability t