Human Resource Manager

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Serves as a trusted, strategic advisor to Area Staff, the local management teams, and drives field execution to support business objectives consistent with organization values. Ensures alignment of HR strategy with business objectives. Serves as the primary HR liaison for the Area Staff, the HR team, and the local management teams on matters affecting the area. Consults with Region and Functional Partners to optimize effectiveness, team cohesiveness, and ensure effective business decision making particularly related to the human assets of the business.

Conducts Area Employee Relations needs analysis and matches HR solutions to identified gaps. Serves as the area escalation point on employee relations issues of significant complexity. The HR Manager II leads, manages and influences recruitment, policy interpretation and administration, employee relations, performance management and training. Facilitates timely resolution of employee relations issues while maintaining an appropriate balance between employee and management advocacy.

Supports Operations with the administration of the collective bargaining agreement(s) in union facilities.

• Drive achievement of key results for the area.
• Ensure a genuine safety culture that fosters employee well‑being through engagement and leadership accountability. Role model and prioritize the value of safety at all times. Challenge leaders to set the right tone for safety and hold them accountable for proactive efforts that drive engagement.
• Collaborate with Business Leaders to influence business strategy based on a deep understanding of the business implications for the area, including employee and labor relations.
• Participate in key meetings with Business Leaders to bring HR expertise to business/operational discussions with linkage to HR strategy and business objectives.
• Collaborate with appropriate HR and other teams to ensure new policies, plans, programs, and processes are effectively communicated and implemented consistently within the area.
• Drive improvement in overall team performance and direct talent planning / management which includes: 1.) supporting employee performance improvement planning—including plan development, counseling, and follow‑up and 2.) working with Area Staff to facilitate the completion of all talent routines, such as TAPP and STR.
• Conduct investigations of complex Employee Relations and HR matters.
• Advise Area Leaders in conjunction with Region Leadership and Functional Partners on complex employee relations issues and manage risk effectively. Participate in the termination approval process for the area.
• Participate in the development of department goals and objectives and execute plans to meet these goals. Advise on the application of Company policies to ensure consistency and accurate policy interpretation interdepartmentally.
• Execute & support communication and change campaigns for strategic HR and business priorities, driving employee adoption and accelerating ROI. Support leaders to create the necessary beliefs and experiences for our associates to change culture and thus, results.
• Provide support to the Area by assisting in the development of change management strategies and supporting communication activities to prepare for business and HR initiatives. Collaborate with HR stakeholders to support campaigns and deliver consistent programmatic messaging across the HR function. Maintain accountability to support consistent implementation and execution of policies, plays, and routines.
• Advocate for a positive employee experience and high engagement. Be able to identify employee experience defects and elevate those risks to the right stakeholders. Promote a positive work environment across the Area that drives engagement, retention, and EPS, through consistent execution of LEAD Plays. Utilize data and insights to identify opportunities and make recommendations when appropriate (i.e EPS action planning). Be a present, active thought partner and participant in identifying…