Director, Human Resources, Operations

We’re looking for motivated, engaged people to help make everyone’s journeys better.

Top HR leader for one of our major operational business units, responsible for developing and implementing HR strategy for operations leadership, including assisting with workforce and labor planning.

Main Duties and Responsibilities:

• Operates as a strategic business partner with the  General Manager and leadership team members to understand business objectives and identify human resource strategies to meet changing needs; develops and implements human resource strategies, tactics, programs, and processes to enhance operational performance and efficiencies.
• Partners with operations and recruiting functions to identify and understand workforce needs; actively participates in implementing and improving local recruiting strategy and processes.
• Partners with operations and other key functions to develop programs that support employee engagement and retention.
• Leads unit-wide human resource strategies, programs, and processes.
• Leads and manages all unit human resources personnel.
• Proactively plans and conducts all local  labor relations matters  including establishing and maintaining positive relationships with key stakeholders; negotiations of local addenda to the National Master Agreement (if applicable), including grievances and arbitrations as needed to comply with collective bargaining agreements.
• Supervises investigations and responses to employment-related claims from various government or public agencies (in coordination with HQ HR and Legal functions) and recommends settlement or defense based on actual of investigation facts.
• Coaches management team on employee relations, employee engagement and retention, and compliance and escalates issues to regional and corporate compliance as appropriate.
• Partners with operations and training functions to identify training and development needs and develops and implements programs; manages new employee orientation and onboarding.
• Manages the performance management process ensuring goal and objective setting is in line with unit goals and reviews are conducted on a bi-annual basis; supports related development planning.
• Manages the talent review process and ensures succession plans are in place for operational leadership and talent gaps are identified and addressed accordingly.
• Provides policy interpretation and ensures accurate and consistent application of all company policies and procedures, and related local, state and federal laws, and applicable collective bargaining agreement(s).
• Mediates and resolves employee relations disputes as necessary.
• Provides counseling/training for unit management in the areas of labor / employee relations, EEO, affirmative action, and discrimination.
• Audits units in areas of HR responsibility for compliance.
• Accomplishes human resources and organization mission by completing related activities as needed.

Qualifications

Education:

• Bachelor degree from four year college or university required; Masters in related field or MBA preferred

Work Experience:

• Eight to Ten years’ experience in progressively responsible human resource roles, with at least 5 years’ experience in the area of Labor Relations/Union and Employee Relations; and at least 5 years in a supervisory role.
• Experience working in transportation, hospitality, manufacturing or food service environment highly desirable

Technical Skills: (Certification, Licenses and Registration)

• Multi-lingual skills highly desirable
• Demonstrated knowledge of state and federal employment law
• Position requires experience and demonstrated competency in:
  • Business acumen
  • Labor relations
  • Leadership and coaching
  • Influencing
  • Effective relationship building
  • Business partnering
  • Cross-functional collaboration
  • Talent acquisition and management
  • Negotiation
  • Establishing metrics for human resources performance
  • Analysis
  • Time management
  • Prioritizing multiple projects/tasks and organization skills
• Candidate must have strong interpersonal skills and be able to interact effectively with business leaders, and be highly organized, action oriented, and collaborative.
• Demonstrated ability to lead and develop human resource staff members.
• Demonstrated ability to gain a “seat at the table” with leadership as a trusted business partner.
• Evidence of the practice of a high level of confidentiality.
• Must also have proficiency in all areas of EEO/Title VII compliance including expertise in investigating and formally responding to Title VII charges; experience with Affirmative Action compliance highly desirable.
• Must have excel