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Regional Human Resources Lead

2 months ago

Atlanta, Georgia, United States Fleet Jobs Full time

POSITION OVERVIEW:

The Regional Human Resources Lead role is a vital component of the Operations and HR division, aimed at spearheading HR strategies, frameworks, and guidelines within a specified operational area. This encompasses Talent Development, Onboarding, Employee Retention, Leadership Training, Workforce Planning, Compliance, and Employee Relations.

A central objective of this position is to enhance all facets of the talent management framework across various sites within the designated region.

In collaboration with the Area HR Manager, this role necessitates a proactive stance to ensure adherence to HR standards by delivering uniformity in the application and execution of company-wide initiatives while mentoring managers in the precise and equitable implementation of policies and procedures.

The ideal candidate will possess robust communication and persuasion skills, be self-motivated, embrace transformation, and be comfortable operating within a matrixed reporting structure, as the role will report to the Area HR Manager while maintaining a strong connection to Operations.

This position may require travel by car and air up to 50% of the time, supporting a workforce of approximately 800 employees (both exempt and non-exempt).


KEY RESPONSIBILITIES:

Employee Experience, Engagement, and Retention:

  • Drive local employee experience and retention initiatives through the execution of company programs, including new employee orientation, global engagement surveys, and local recognition events.
  • Analyze and devise solutions to tackle local retention issues.
  • Support Diversity & Inclusion initiatives and encourage managers to cultivate an inclusive workplace.

Workforce Planning and Talent Acquisition:

  • Assist the recruitment team in addressing requisition accuracy, approval processes, and manager responsiveness.
  • Actively engage in recruitment efforts and collaborate with the recruitment team to identify local diverse sourcing opportunities.
  • Recommend suitable staffing levels based on growth trend analysis.
  • Collaborate on leadership recruitment needs and participate in the selection process for critical positions to identify the most qualified candidates.
  • Partner with the Area HR Manager in the initiation of new business activities and support the transition through orientation and onboarding processes.
  • Work alongside the Area HR Manager and Compensation team to determine appropriate compensation packages.

Employee and Leadership Development:

  • Oversee employee performance and ensure that development plans are established for associates.
  • Provide support to new leaders through essential HR processes necessary for effective people management.
  • Supervise the annual talent review and succession planning processes, utilizing Leadership Development tools to ensure associates receive relevant functional training.

Training and Development:

  • Communicate and reinforce the importance of training and development with management, covering topics such as performance management, selection skills, safety, workplace conduct, equal opportunity, and leadership.

Employee & Labor Relations and Performance Management:

  • Collaborate with the Area HR Manager, HR Director, Legal, and Labor Representatives to conduct regular assessments and coach management on the correct interpretation and execution of policies and collective agreements.
  • Investigate employee grievances and work with management/legal/labor relations/security to resolve issues.
  • Actively involve the management team in the performance management process through training, coaching, and corrective counseling.

Human Capital Analytics:

  • Provide operational leaders with pertinent HR metrics and analytics to inform local business decisions, including turnover, retention, leave of absence, and exit interview data.

Compliance:

  • Regularly review employee data for accuracy, ensuring compliance with compensation parity, labor laws, and consistent practices according to company policy.
  • Facilitate the timely resolution of payroll discrepancies, implementing measures to prevent future occurrences.

QUALIFICATIONS:

  • Bachelor's degree is required.
  • A minimum of 3 years' experience in Staffing, Human Resources, or a related field is essential; relevant experience will be considered.
  • Professional certification in SHRM or HRCI is preferred.
  • Comprehensive knowledge of HR functions and employment legislation.
  • Ability to work independently and complete tasks with minimal supervision; strong sense of urgency.
  • Detail-oriented with excellent organizational and documentation skills.
  • Ability to thrive in a fast-paced, deadline-driven environment.
  • Quick learner with the capability to adapt to company systems and processes swiftly.
  • Willingness to travel up to 50% as needed.
  • Regular, predictable attendance is a fundamental aspect of the role.
  • Compliance with travel requirements, work schedules, and background investigations is mandatory.

Physical Requirements:

  • The physical and mental demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this role. Reasonable accommodations may be made to enable individuals with disabilities to perform these functions.
  • The employee will be required to read, communicate verbally and/or in writing, remember and analyze information, and comprehend specific instructions or guidelines.
  • While performing the duties of this position, the employee may be required to stand, walk, and sit. The employee is frequently required to use hands to touch, handle, and feel, and to reach with hands and arms. The employee must be able to occasionally lift and/or move up to 25lbs/12kg.
  • Specific vision abilities required by this position include close vision, distance vision, peripheral vision, depth perception, and the ability to adjust focus.