This manager level position is primarily responsible for managing relationships between HR Centers of Excellence and business stakeholders to influence the development and deployment of strategies, programs, policies, and procedures, managing company human resources support activities, and managing and/or partnering on the development and implementation of organizational change efforts. This position manages, leads, and/or partners on efforts to resolve employee and/or labor relations issues, manages and/or partners on HR investigations based on standard KP or negotiated labor practices, conducts and/or manages the reporting of Company employee information and external benchmarks, and manages activities and initiatives to ensure continued regulatory compliance for one or more business functions.

• Pursues professional growth and provides developmental opportunities for others by soliciting and acting on performance feedback; building collaborative, cross-functional relationships; training and developing talent for growth opportunities; delegating tasks and decisions; fostering open dialogue amongst team members; executing performance management guidelines and expectations; and working closely with employees to set goals and provide open feedback and coaching to drive performance improvement.


• Manages designated work unit by translating business plans into tactical action items; ensuring all policies and procedures are followed; delegating tasks to meet goals and objectives; overseeing the completion of work assignments; aligning team efforts; building accountability for and measuring progress in achieving results; identifying and addressing improvement opportunities; removing obstacles that impact performance; and guiding performance and developing contingency plans accordingly.


• Manages relationships between HR Centers of Excellence and business stakeholders to influence the development and deployment of strategies, programs, policies, and procedures by partnering with business leaders on strategies and business objectives; evaluating HR impact in consideration of changing business strategies; reviewing organizational data and processes to identify impact of trends, root causes, and potential solutions to HR issues; delivering data driven recommendations on HR efforts; coaching and serving as a strategic partner with executive/senior leaders; and aligning solutions in consideration of both HR and business objectives.


• Manages company human resources support activities by ensuring team members, including cross-functional partners, provide support to internal and external stakeholders on diverse HR specialties (e.g., equal opportunity/affirmative action, disability management, recruitment and hiring options, compensation, employee benefits, training); identifying and leveraging additional resources and expertise; ensuring human resources are properly implemented; and ensuring human resources activities are fully documented.


• Manages and/or partners on the development and implementation of organizational change efforts by identifying requirements; assessing information to identify solutions to obstacles and mitigating risks; consulting with and communicating change management strategy to internal and external stakeholders and vendors; providing input in the creation or revision of change management plans; developing communications; communicating regional differences at a national level; and monitoring ongoing impact of organizational changes or efforts on employees.


• Manages, leads, and/or partners on efforts to resolve employee and/or labor relations issues by providing recommendations on employee relations (e.g., performance management, employee discipline issues); conducting research and providing advice and assistance on employment related regulations both at the State and Federal level; influencing leadership regarding employee relations policies, procedures, and documentation; researching, identifying, and analyzing employee relations concerns; assessing and mitigating risks; managing problem resolution; managing arbitration and negotiation efforts; and escalating issues based on supporting data.


• Manages and/or partners on HR investigations based on standard KP or negotiated labor practices by managing the collection and analysis of quantitative and qualitative data; leading interviews; researching key business issues; creating appropriate documentation; and evaluating and recommending corrective action plans for substantiated allegations.


• Conducts and/or manages the reporting of Company employee information and external benchmarks by compiling, completing, reviewing, and interpreting reports and analyses; identifying key insights to develop solutions for diverse HR issues; and partnering in the design and implementation of new metrics or reports.


• Manages activities and initiatives to ensure continued regulatory compliance for one or more business functions by staying abreast of, interpreting, and designing strategy around regulatory changes; determining the impact of changes to the business; providing direction on implementation of changes throughout the organization; and providing regulatory input before and during inspections to minimize the risks of future non-compliance.

• Minimum two (2) years experience in a leadership role with or without direct reports.
• Bachelors degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum six (6) years experience in human resources or business operations. Additional equivalent work experience in a directly related field may be substituted for the degree requirement.