Company: Gerber Collision & Glass

WELCOME TO GERBER COLLISION & GLASS
 
Our Team Members Drive Us! Gerber Collision & Glass is one of the largest collision repair companies in North America. With $2+ billion in sales, over 800 locations and growing, our 10,000+ team members across the United States and Canada are passionate about delivering our goal to WOW Every Customer and Be the Best! 
 
We invite you to join our team. Gerber offers a great place to launch and grow careers. As we continue to grow, we have endless opportunities for you to grow with us. 
 
Gerber Collision & Glass recognizes, values and welcomes all applicants with unique talents and abilities from all backgrounds and characteristics. All qualified individuals are encouraged to apply, including individuals with disabilities and Protected Veterans.
 

Job Description:

Summary

The Senior HR Business Partner is a key advisory leader who acts as a consultant to the HRBP Director working closely to ensure HR programs and policies support the organization’s strategic goals.  The role will serve as a key member of the HR Talent organization planning and delivering HR programs and services to the business.  The HRBP partners with the COEs to execute strategy in the areas of Workforce Planning and Talent Acquisition, Training and Development, Performance Management, Total Rewards, Employee Engagement,  and Diversity & Inclusion. 

Position requires travel up to 50% of time throughout the South division.

Responsibilities

•  Ensures operations team has the capability to deliver  through bench strength analysis, identification of development needs succession planning and other talent management processes

• Identifies  broad training and leadership development needs and partners with Learning and Development and Talent COEs to ensure needs are met.

• Partners with the talent acquisition team to set staffing strategy for the division.  Assist in recruitment and interviewing for leadership roles.  Collaborates with DDO, Operations leaders  and Talent Acquisition team to identify and prioritize urgent hiring needs.   

• Facilitates workforce planning (forecasting, labor planning, and optimization of resources) ensuring that the division has the right skills, in the right role, at the right time. Monitor adherence to the workforce plan and partners with Talent Acquisition to plan for future needs.

• Partners with division operations leaders to ensure orientation and onboarding programs are successfully executed. 

• Oversees performance management processes for division in collaboration with the Talent COE. Coaches division operations leaders in the process and runs annual performance calibration to ensure consistency and alignment of assessments with all division, market and store leadership.

• Conducts regular compensation (base, bonus and LTI) review exercises in partnership with the Total Rewards team.  Facilitate annual broad based compensation planning for division.

• Partners with division leaders and HR team on employee engagement strategy and action planning. Recommends and supports the implementation of solutions to improve engagement and retention at market and store level. Gathers employee sentiment and other information through a variety of sources including ad hoc surveys, focus groups and individual discussions. 

• Works with leaders and Employee Relations team to address broad employee relations issues. 

• Oversee employee coaching, disciplinary meetings, investigations, and terminations for key leadership roles. Conduct exit interviews as required. 

• Coaches and develops leadership competency in Diversity, Equity & Inclusion. Drive leadership to understand, own and measure their ID&E accountability in alignment with broader ID&E strategy.

• Leads change management for respective groups. Partners with DVP, DOO and RDs in planning and implementation of changes to organizational structure.  

• Develops and conducts presentations to employees and managers on HR programs and policies. Consult with division and market leadership to interpret HR policies. 

• Assists with  communication from HR COEs and Leadership to store level to achieve positive and clear understanding of new HR initiatives, policies, and concepts.

• Maintains compliance with federal, state, and local employment l