Regional Human Resources Manager

Responsibilities

• Investigation of, response to, and documentation of employee complaints, including potential legal issues, EEOC charges, and focus groups.
• Monitoring of NBOT; Working with Recruiters in finding proactive solutions in staffing positions.
• Monitoring and assuring compliance in hiring practices, personnel documentation, and other compliance items (e.g. licensing, performance evaluations, LDW report, etc.).
• Training of account managers and supervisors in employee relations, positive employment practices, and avoidance of legal issues.
• Monitoring of employee terminations, assessment of documentation supporting terminations, and responses to the Department of Labor for unemployment claims.
• Participation in employee retention and human capital management activities.
• Coach Managers, HR designees, and others who have HR responsibilities within a branch office.
• Oversee employee relations and claims management activities throughout the designated area, assuring that investigations are handled and documented appropriate to negating a lawsuit.
• Support the Regional HR Director and Legal team on sensitive investigations.
• Assure compliance with programs are being appropriately administered regarding licensing, I-9s, leaves of absences, vacations, personnel file maintenance, status changes, performance evaluations, terminations, etc.
• Develop, in conjunction with Branch Manager/ General Manager and HR Director, plans to reduce overtime and turnover.
• Aid in the development of managers through training on labor law, ER processes, and skills.
• Help Managers write development programs for managers with performance issues.
• Improve work environment and employee relations through effective customer service and various measures, including complaint investigation, grievance resolution, focus groups, etc., as appropriate to the situation and the Concern Resolution Policy.
• Ensure that corporate policies are appropriately enforced and implemented.
• Assure that appropriate information is communicated with and to the Managers and the Regional HR Director.
• Travel regularly throughout designated area to interact with and gain confidence of district support and operations personnel, and to investigate particularly serious allegations.

Qualifications

• Must possess one of the following: Bachelor’s Degree in Human Resources or Business Administration, High school diploma or equivalent with a minimum of four (4) years of administrative, human resources, employee onboarding, and/or employee relations experience, Minimum of two (2) years of administrative, human resources, employee onboarding, and/or employee relations experience.
• Understanding of multi-state employment law requirements.
• Demonstrated ability to take initiative, successfully handle and prioritize multiple competing assignments and effectively manage deadlines.
• Highly proficient and fully functional in all Microsoft Office applications and able to effectively utilize all available office management technology.
• Strong consultative, analytical, and problem-solving skills.
• Professional, articulate and able to use good independent judgment and discretion.
• Outstanding oral and written communication skills; ability to successfully interact at all levels of the organization, including with clients.

Benefits

• Base wage: $65,000 - $75,000 (commensurate with experience) + bonus eligibility + automobile allowance/fuel card + internal growth opportunities + and more.
• Medical, dental, vision, basic life, retirement plan, AD&D, and disability insurance.
• Eight paid holidays annually, five sick days, and four personal days.
• Vacation time offered at an accrual rate of 3.08 hours biweekly. Unused vacation is only paid out where required by law.