Dir, Human Resources Jobs

SUMMARY: This role is responsible for the strategy and vision of the Company’s Employee Experience function. This role reports to the VP of Customer and Employee Experience and is critical in driving alignment of the organization’s human capital approach to the business strategy. In addition to the typical HR responsibilities, the individual in this role is expected to be a key partner with business leadership in driving culture and employee engagement through organic growth as well as growth through acquisitions and greenfields. This partner will have a development mindset with experience in scalable efficiencies, adept in digital management and compliance.

Essential Job Functions

Maintain a strong commitment to company culture, core values, standards and a diverse and inclusive workforce.

Directs and oversees Human Resources programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.

Drive Employee Experience communication efforts with a laser focus on exceptional responsiveness, elevating the level of attentiveness to our employees while implementing and enforcing company policies and workflows.

Provide key leadership of benefit program analysis and consistent review; be responsible for ensuring the most market competitive benefits for the most advantageous cost.

Ensure prompt and effective management of employee relations issues.

Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.

Create, develop and implement programs which foster greater employee relations and engagement in a high growth environment, including deploying to dealerships as needed.

Administer company-wide Performance Review program.

Drive optimization of systems and processes, leveraging our current digital platforms.

Develop and implement policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.

Conducts research and analysis of organizational trends including review of reports and metrics from the organizations human resource information system (HRIS) or talent management system.

Monitor and ensure the organization’s compliance with federal, state, and local employment laws and regulations, and recommend best practices; review and modify policies and practices to maintain compliance.

Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.

Develop and implements departmental budget.

Lead HR’s role in greenfield and acquisition efforts.

Facilitate professional development, training, and certification activities for HR staff.

Qualifications/Experience

Well versed in talent management, employment law, benefits, compensation, organizational planning, employee relations, employee engagement, performance management, change management, policy creation/implementation, recruiting, retention and conflict resolution

Fifteen years + experience in Human Resources with proven, progressive growth. Minimum 10 years experience leading HR teams, with a minimum of five years at Director level or higher.

Ability to travel up to 25% to lead efforts to facilitate a national footprint.

Must have excellent customer service and communication skills, both verbal and written.

Must be flexible and open to changes in procedures.

Ability to speak, read, write and comprehend English.

Availability to work in excess of 40 hours a week including nights and weekends with little to no advance notice.

Minimum of Bachelors degree in Human Resources, Business Administration, or related field. Masters degree preferred.

Knowledge of HRIS and payroll systems; preference given to candidates with strong working knowledge of UKG.

SHRM-CP or SHRM-SCP required; PHR or SPHR optional.

Flexibility to cover changing work schedules as needed.

Ability to sit for extended periods of time while working on a computer and looking at a monitor.

Ability to stand/walk for extended periods of time.

Ability to repeatedly bend, stoop, reach, climb stairs, push, and pull.

Ability to lift up to 40 pounds.