Reporting to the Vice President, Human Resources, this position is responsible for addressing regional people issues and needs in partnership with company business leaders, thereby enabling the region to achieve its goals and objectives. The HR Manager concurrently leads or contributes to company-wide HR initiatives, policies, and plans which could encompass topics such as process redesign, strategic initiatives, on-boarding, compensation/benefits, employee relations, recognition events, talent/performance management, learning and development and regulatory compliance within his/her region and company-wide. To be successful in this role, the incumbent must possess professionalism, integrity, discretion, urgency, be responsive to client needs, and be willing to be hands-on.
The Region includes:
• Northern Region: Bay Area, No. Cal Coastal, Sacramento, Fresno, Oregon, Northern Nevada, Washington, Colorado and Idaho.
Currently this is a telework position, and once our organization has returned to our offices (anticipated sometime in 2021) this position will be based in San Leandro, CA.
The regional HR Manager will be essential to the transformation of HR and the growing influence of HR within the organization.
The scope of responsibilities includes the following:
• Build and maintain a cohesive regional HR team; foster career development of direct and indirect reports and ensure an exceptional employee experience;
• Serve as business advisor/coach, thought-partner, and guide to employees and managers of designated region;
• Recommend, design, plan, coordinate and implement human resources strategies, programs, processes and procedures on behalf of the Region and Company-wide;
• Ensure complete and accurate Region people data management, including people demographic and assignment data, job descriptions, requisitions, offer letters, personnel changes, compensation changes, exits and other people processes and records;
• Establish and oversee or contribute to continuous improvement of Region and Company-wide people processes, including pre-boarding, orientation, on-boarding, compensation management, performance management, organization restructuring, learning and development programs;
• Ensure talent acquisition efforts meet the Region’s staffing, diversity, and business objectives; assess client group needs, oversee requisition preparation, sourcing efforts, interview and selection practices, including selected direct involvement in interviews and selection decisions; oversees timeliness of processes and the candidate experience;
• Provide advice, guidance and counseling to managers and employees regarding employee relations issues;
• Utilize quantitative and qualitative data to assess trends, identify issues and opportunities for improvement within the Region and Company-wide; may encompass employee relations, employee engagement communications, or other dimensions of the employee experience and regional people strategy;
• Lead key activities, including compensation review, career development, EEO/AAP planning, management change, and recognition/anniversary programs on behalf of Region and in coordination with Company-wide peers;
• Work with Leave of Absence Administrator on leaves of absence administration and the interactive process for accommodations for employees;
• Build and support a work environment consistent with company values and culture;
• Establish HR goals for the Region and contributes to same Company-wide; contributes to achievement of Corporate HR goals; contributes to team success by backing-up regional peers, when needed;
• Serve as, or designate, Community Giving campaign coordinator for Region and work with others to coordinate event planning and campaign activities;
• Facilitate new hire orientations, including benefits enrollments and coordination with Payroll for onboarding, when needed as back-up;
• May oversee administrative or facilities staff;
• Contribute to the team and company’s success by assuming other assignments on short or long-term basis, as needed.
Position Requirements (Skills, Knowledge, Abilities):
• Combination of education and experience equivalent to a bachelor’s degree in Business Administration, Human Resources, Communications or a related field.
• Minimum eight (8) years proven and progressive Human Resources experience, including accountability for in-house recruitment and at least 2 years HR managerial experience, with comparably sized union and non-union client groups
• Must have solid working knowledge of multiple state (CA, OR, WA, ID, NV, UT, CO, TX) and federal labor laws.
• Computer proficiency and experience with MS Excel and Word.
• Demonstrated ability to elevate HR practice competency development
• Demonstrated critical and analytical thinking skills and experience with compiling, interpreting and analyzing data, and applying data to issue detection and solutions
• Strong verbal and written communication skills and previous experience partnering with executive level leadership.
• Demonstrated ability to manage change and prioritization in a fast-paced, results driven environment.
• Detail oriented with strong organization and process management skills
• Strong interpersonal/conflict resolution skills combined with solid business acumen.
• Demonstrated ability to exercise sound judgement.
• Must demonstrate a collaborative, innovative, yet pragmatic approach.
• Must demonstrate strong listening, consulting, facilitation and presentation skills
Preferred, but not required:
• Masters-level degree in a job-related concentration (e.g. HR Management, O/D, Business)
• Prior HR experience within the construction, engineering, or manufacturing industries
• PHR/SPHR, SHRM- CP/ SHRM SCP (general or California-specific) certification.
• Competency-based certifications (e.g., negotiations, training, compensation, conflict resolution, change leadership, workforce planning, strategic planning)