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Regional HR Manager

3 months ago

Spokane, Washington, United States Western States CAT Full time

SUCCESS AT WESTERN STATES:
Western State's culture is based on passion for our Vision, Mission, and VALUES. We are fiercely committed to SAFETY and sending every employee, safely home, every day. We strive for EXCELLENCE in all we do and are proud to be a "play to win" organization. We act with INTEGRITY in each and every decision we make. Our People and TEAMWORK drive a fun and engaging culture. We are ACCOUNTABLE as individuals and as an organization.

JOB SUMMARY:


The Regional HR Manager is responsible for the Northern Region of the Western States Territory to include Northern and Western Washington State and Northern Idaho.

This role is responsible for managing the core Human Resource function within designated branches to include employee relations, leaves of absence, and benefits.

This is a key position in the HR department providing leadership and coaching to direct reports, as applicable, as well as serving as a trusted advisor to colleagues, leaders, and employees at all levels.

The Regional HR Manager supports the department's mission of providing excellent service to our clients and supporting them to achieve success in their roles.


ESSENTIAL FUNCTIONS:
Safety

Actively cares, promotes, manages, and advocates safety at Western States.

As a leader and team member in the organization, it is critical to ensure all employees, vendors, and clients have a safe work environment while adhering to all applicable safety policies, procedures, and standards.

Maintains clean/clutter free personal work areas to ensure safe environment for all WSECO employees.
Adhering to required personal protective equipment (PPE) as identified in safety policy.

Human Resources


Provides strategic guidance on employee relations concerns serving as a coach and partner to assist leaders as well as employees as a confidential resource to support employee questions, concerns, and needs.

Assists with generating HR Strategy and integrating it into the HR function and within the business in accordance with the defined timeline.

Works closely with core HR staff in developing, implementing, and evaluating ongoing HR/Payroll programs, functions, and activities.
Provides counsel and guidance to managers on performance management, conflict resolution, disciplinary action, and other HR-related issues.
Processes and approves all leave of absences including FMLA, military, personal, short term and long-term disability. Tracks leaves and provides required paperwork to employees.
Coordinates worker's compensation leaves with Safety Administrators.
Supervises core HR team (as applicable). Leads through ongoing coaching, mentoring, and developing strong skill sets.

Supports core HR staff to resolve human resource problems, interpret HR policies and procedures and recommends effective courses of action.

Reviews performance and determines compensation increases for direct reports (as applicable).
Conducts investigations of employee relations issues, consults with VP of Human Resources, and recommends appropriate action.

Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.

Shares updates and changes with team, ensures updates are implemented and communicated as appropriate.
Creates and conducts leader and employment related employee training across the territory. Conducts training for the Management Essentials course, New Manager Orientation and participates in New Employee Orientation as needed.
Responsible for employee benefits program which includes health insurance, 401K, health savings accounts, optional employee coverage, and more. Explains and works with employees on benefits questions and issues. Acts as liaison between Western States and Terteling Benefits Administrator. Plans and conducts promotions and communications for optional benefit offerings and included plan programs.
Facilitates and plans the annual open enrollment process. Conducts open enrollment meetings across territory.

Supervises administration of leave of absences for assigned territory ensuring employees are educated on Western States leave policies and assists employees throughout the leave process.

Works with VP of HR to promote employee engagement using turnover analysis and Voice of Employee data.
Adheres to all customer care standards.
Work within and promote corporate vision, mission, and values of the organization.
Performs other duties as assigned.

KNOWLEDGE SKILLS AND ABILITIES:
Strong knowledge of employment and labor law.
Strong working knowledge of benefits administration.
Ability to develop and maintain effective working relationships with others.
Ability to handle sensitive information with respect to individual and corporate confidentiality.
Provides exceptional client service.
Payroll experience a plus.
Excellent verbal and written communication skills, strong detail orientation and multitasking skills required.
Working knowledge of computers including the Microsoft suite of products.
Ability to travel up to 25% and overnight as needed.

EDUCATION AND EXPERIENCE:
Bachelor's Degree preferred. Equivalent experience accepted.
Minimum of 5 years' experience in an HR Generalist or higher capacity.

Minimum of 3 years' experience with employee relations, managing benefits, coaching leaders, and conducting investigations required, 5 years' experience preferred.

Must be able to communicate (speak, read, comprehend, write in English).

PHYSICAL CHARACTERISTICS:


Must be able to sit for long periods along with walking, standing, climbing stairs, reaching pushing, pulling, leaning and twisting.

Able to lift up to 30 lbs. in accordance with Western States' Lifting Safe Work Practice to include amount and approach.
Must be able to meet all safety requirements for applicable safety policies.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities


The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.

41 CFR c)
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