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Region HR Manager

4 months ago

Little Rock, United States ACE Cash Express Full time

The safety and wellbeing of our customers and employees is our top priority. Most of our Corporate office operates remotely as we continue to closely monitor COVID-19 updates at the national and local levels (some positions may operate on-site). Populus is an amazing company where our employees stay because they love their teams and the growth opportunities. Additionally, we offer a competitive 401K match, a generous paid time off package, and Health Benefits. Our mission is to provide a broad range of quality financial products and services delivered with best-in-class customer service. We work and lead with integrity, and we celebrate employees who exemplify our values. Come join our team


Job Summary

The Regional Human Resources Manager (HRM) is responsible for all functional areas of Human Resources including but not limited to recruitment, training, benefits, compensation, payroll, and employee relations. The HRM works with the Regional Vice President to ensure that all Human Resource responsibilities and initiatives are carried out in a timely and efficient manner. Additionally, the HRM will be responsible for leading the annual performance management process, leading employee complaints company-wide, and leading and/or assisting with miscellaneous HR based projects.


Major Responsibilities

  • Employee Relations. The HRM works with the District Managers on all employee issues such as progressive discipline, leaves of absence etc. (The RVP will only be consulted if the issue cannot be resolved by the HRM and District Manager)
  • Recruiting. Partners with the District Manager to determine headcount needs, communicating opportunities to post to the talent team, sourcing, screening, and interview support. Review and management of district manager use and compliance with the electronic recruiting system process through to new hire.
  • Legal. The HRM performs, documents and reports employee investigations and is involved in legal issues at the request of the Regional Vice President, Director of Human Resources, or SVP of HR.
  • Pre-Employment/New Hire. The HRM is responsible for reviewing all background reports and grading as needed in the third-party background system. The HRM will follow-up on all pre-employment screening processes and make sure, all the appropriate steps have been completed in the proper order. The HRM is Responsible for ensuring all the digital new hire documents are completed in a timely manner. Holds a weekly new hire call for all newly hired employees in the region.
  • Training. The HRM, in conjunction with the Regional Training Specialist II, is responsible for training within the region. Once certified, the HRM will conduct ‘Train the Trainer’ for District Managers and Team Leaders in hiring and new employee training processes. The HRM is responsible for making sure that all employees attend/complete required training by the deadline and will audit training. The HRM will attend District Manager staff meetings to conduct new hire training with Store Managers as needed. The HRM is responsible for ensuring that all employees are trained and in compliance with all policies and procedures.
  • Leave of Absence Process. Ensures that leave of absence programs are administered according to guidelines in collaboration with the LOA Specialist. The HRM coordinates with the Employee Relations Manager on any worker’s compensation issues.
  • Benefits. The HRM monitors the annual enrollment progress to ensure employees actively complete their enrollment process by the required deadline. The HRM answers general benefit questions.
  • Project Management. Miscellaneous project work as necessary.
  • Payroll. Responsible for overall accuracy of payroll.
  • Annual Performance Management. The HRM and District Manager are responsible for ensuring that all employee performance appraisals are completed in an accurate and timely manner and are fair and balanced.
  • Progressive Discipline. Responsible for overall CAF creation, delivery, and follow-up of performance issues. This includes topics such as cash shorts, forgeries, attendance, and other programs such as Voice of the Customer and underperforming and opportunity stores action plans.
  • Quarterly Business Review. Review employee data and partner with their RVP for presentation at quarterly business review.
  • Communication. The HRM is responsible for communicating all human resources issues to the RVP on a weekly basis and raising to the Director of Human Resources, as necessary.
  • Retention/Turnover. The HRM and District Manager are evenly responsible for region retention and turnover.
  • Personnel Files. Prepares and maintains employee files to ensure compliance and audit-readiness. Combine digital and paper needs.
  • Recurring Call. Weekly/Monthly calls with DMs, RVPs and others.
  • Miscellaneous. The HRM leads projects and policy development as needed and directed by the Director of HR. The HRM is responsible for the administration of the Work Opportunity Tax Credit Program within the region(s) they support. The HRM coordinates the unemployment claims process; responds to claims, arranges for witnesses and attends unemployment hearings as needed. The HRM conducts periodic store visits.


Key Competencies

  • Business Acumen
  • Communication
  • Consultation
  • Critical Evaluation
  • Cultural Awareness
  • HR Expertise
  • Relationship Management
  • Ethical Practice


Interactions

  • Direct Report Title
  • Some HRMs are responsible for one or more of the following direct reports: Human Resources Generalist (HRG)
  • Human Resources Assistant
  • Other Internal/External Interactions Daily contact with RVP, DMs, Store Managers, and other employees in the office and field locations.
  • Occasional contact with outside vendors.
  • Corporate HR Partners including Benefits, Recruiting Team and HRIS


Minimum Qualifications

  • A bachelor’s degree preferred with a minimum of 7+ years of human resources manager experience preferably in operations, multi-unit retail/restaurant environment.
  • Previous experience managing other HR professionals is required.
  • PHR/SPHR or SHRM-CP/SCP certification. (If hired without certification, certification must be obtained within 1 year of hire date.) Continuing education is required to maintain the certification.
  • Must have experience in sourcing, interviewing, hiring, training and developing, & managing performance of associates.
  • Must become certified in all ACE training programs within 3 months of assuming the position.
  • Work remotely & independently with minimal supervision.
  • Ability to influence others, facilitate processes, coach/advise operations leaders.
  • Excellent written, communication, and organization skills.
  • Multi-location and multi-state experience in a HR generalist role required.
  • Ability to maintain a high level of energy, flexibility, professionalism and confidentiality.
  • Proficiency in Microsoft Outlook, Word, Excel and PowerPoint.


Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the major responsibilities.

While performing the duties of this job, the employee is regularly required to sit, stand or walk; use hands to finger, handle, or feel; reach with hands and arms; stoop or bend; and talk or hear. The employee must occasionally lift and/or move up to 50 lbs.


Position Type/Expected Hours of Work

This is a full-time position, days and hours of work are Monday through Friday, 8:00 a.m. to 5 p.m. This position might require long hours and weekend work.


Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in some work environments can be moderate.


Disclaimer

The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted, as a comprehensive inventory of all duties, responsibilities, qualifications required of employees assigned to this job.


EEO Statement

Populus Financial Group provides Equal Employment Opportunity (EEOC) to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.