Description
POSITION SUMMARY:
Supporting a 75% hourly workforce, this position is a key member of the Area management team, responsible for managing a $150MM business with 500-800 associates in 40+ locations. The position oversees all talent management activities for the Area including: talent acquisition and new hire orientation; talent development; performance management; associate and labor relations; benefits communications; compensation; and relocation issues. Working closely with the Area staff, the position will require a proactive approach to ensuring that we have the right associates in the right jobs and who are fully engaged, with strong benches to ensure sustained business success. The position requires someone with strong communications/influencing skills who is self-driven, embraces change, and has a comfort level working in a matrixed reporting relationship.
MAJOR RESPONSIBILITIES :
Staffing: Supports centralized recruiting team in resolving issues around requisition accuracy, approval chains, and manager responsiveness. Takes an active role in supporting recruiting activity for "local" jobs like hikers, customer service associates, etc. Maintains relationship with local colleges and technical schools. Understands Area's Affirmative Action Plans and partners with recruiting team to advise them on opportunities to access local diverse recruiting sources. Provides compensation recommendations to recruiter. Actively participates in interview process, especially for supervisor and above roles, and reviews all candidates' applications prior to hire. Analyzes recruiting and turnover trends (good hires vs bad hires) and follows up on Area basis.
Associate Development: Maintains oversight of high performers in certain roles and ensures that development plans for those associates are in place. Actively works with Workforce Planning tools, MT Assessments, and other talent management tools to "build the bench" for the Area.
Leverages training tools such as SkillSoft and educates managers regarding training availability. Conducts on site/webinar training as necessary. Ensures that all associates have access to appropriate job-related technical training.
Performance Management: Actively engages management team in performance management process from a training and coaching standpoint, and ensures follow-up on performance improvement plans.
Training and Development: Provides HR associate and manager training as needed, including performance management, selection skills, safety, workplace violence, harassment in the workplace, equal opportunity, wage and hour laws, diversity, leadership, and other Area-focus topics.
Labor Relations: Conducts regular union risk assessments at locations and union avoidance training beginning with high-risk non-union locations. Acts as first responder at first signs of unionization efforts in non-union locations. Establishes relationship with local shop stewards and union business agents. Co-owns 1 st and 2 nd step grievance resolution with local management, and assists with arbitration preparation. Participates in contract negotiations as appropriate.
Associate Relations: Advises associate and management on the interpretation of personnel policies, programs, and procedures. Conducts location HR audits and ensures HR compliance. Investigates associate complaints and works with manager/Legal to respond and resolve, elevating serious or complex issues to HR Business Partner and/or Corporate Security. Ensures that all associates are aware of the Ombuds program, the Problem Solving Process, and HR access.
Wage and Hour: Regularly analyzes area associate data, and scans for correct information, compensation parity (Equal Pay Act), FLSA compliance, consistent practices according to Penske policy, etc. Explains PTO policy to managers and associates. Facilitates resolution of payroll issues in a timely manner, taking steps to avoid similar issues in the future.
Compensation and Benefits: Responsible for communicating benefits to all managers and associates on a regular basis, and for encouraging participation in Company's 401k plans. Also responsible for gathering and maintaining market data on pay and benefits, and feeding such information to the Corporate Comp team.
Diversity: Ensures that Area and District management teams foster an inclusive work environment, and have taken Diversity Awareness Training. Ensure managers' understanding of equal opportunity in the workplace. Act as a conduit with field management and the legal department in providing required information around EEO claims, such as signed statements, identification of witnesses, etc.
Analytics: Provides Area staff with relevant and meaningful HR metrics and analytics as required, using tools such as Citrix, Oracle, Salary Admin, Taleo, CDP, OLMS, etc. Analyzes turnover, retention, LOA, workers comp, and exit interview data to determine human capital strategies for the Area.
Absence Management: Actively manages associates out on LOA for any reason. Reviews unexcused absence abuse and works with manager to take required corrective actions. Reviews LOA reports for trending and anomalies. Explains workers comp, disability and FMLA processes to managers and encourages use of toll-free numbers for handling.
Due Diligence: Conducts HR due diligence for new business acquisitions and facilitates new business HR transition, to include issues relating to benefits, compensation, completing and executing on Local Procedures Manual, and related activities.
Associate Engagement: Drives Associate Opinion Survey Action Planning at the location level and ensures that plans are being carried out.
