SP + Job - 31526008 | CareerArc
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Company: SP +
Location: Orlando, FL
Career Level: Mid-Senior Level
Industries: Construction, Housing, Real Estate

Description

BASIC FUNCTION - The Director, Regional HR will be responsible for providing support to assigned regions in the following areas of human resources management to include talent management, development, engagement, recruiting, labor/employee relations, and compliance. The position is responsible for developing and maintaining a high quality workforce across the region. The Director, Regional HR serves as a key business partner in the strategic and operational support of the Senior Vice President(s) and leaders throughout the region. The position facilitates change and supports business objectives through planned and executed people strategies.



Responsibilities

MAIN RESPONSIBILITIES

General Human Resources Support

  • Serve as primary point person and consultant for all Human Resources matters for assigned region(s)
  • Proactively partner with line management to improve the key “people” outcomes and act as a key advisor to functional and line management in all areas of human resource management
  • Work closely with Chicago Support Office (CSO) Human Resources Department to enhance the quality of company's human resources; manage employment risk and improve the efficiency and timeliness of human resource/payroll processes
  • Upon request by the CSO labor team, act as local spokesperson and liaison with the Union locals for all labor relations issues and partner with Operations management to address employee concerns
  • Conduct and resolve all union grievances with Union locals;
  • Assist with immigration matters
  • Work closely with Risk Management/Safety and Loss Prevention Department to ensure policies and procedures are being followed
  • Participate in client business presentations as required
  • Support communication efforts from the CSO at a local level as they relate to HR-specific policies and processes (e.g. open enrollment, roll-out of new policies)

Talent Management & Development

  • Coach local leadership to identify employees with management potential so that appropriate development will occur
  • Assess employees' career potential through Talent Review process
  • Conduct Talent Review calibration sessions and help drive outcomes
  • Manage Management in Training bench program to acquire and develop future leaders for assigned markets
  • Support leaders in putting together development plans and following through on them
  • Identify trends in employee development opportunities and respond to those needs by securing either local or CSO resources

Engagement

  • Conduct roundtables to gather feedback; develop and execute methods to remove barriers to employee success
  • Serve as a champion of change. Lead employees through significant change initiatives and able to productively embed change process
  • Develop and implement effective retention strategies where needed
  • Champion strong communication routines between leaders and employees as well as from employee to employee
  • Introduce initiatives that focus on improving management and field communication through the use of various processes

Recruitment

  • Coordinate overall recruiting efforts for assigned region(s) and personally manage the recruitment of senior management for the region (Senior Managers, Regional Managers, etc)
  • Assist field management with creation of requisition(s) in applicant tracking system, when needed
  • Develop relationships with local universities/colleges to support campus recruiting efforts for management personnel
  • Develop ongoing relationships with recruitment sources to ensure timely recruitment and onboarding for hourly employees (i.e., special events)
  • Act as company contact for state workforce agencies, veteran and community outreach organizations (OFCCP compliance)
  • Provide oversight and monitor the region's recruiting techniques, assessment, selection, and onboarding for all employee levels
  • Pre-screen and interview candidates, as applicable (i.e., Senior Managers, Regional Managers, support staff)
  • Participate in local job fairs, as needed
  • Assist field management with utilizing alternative sourcing options not supported by CSO Recruitment Department for sourcing candidates
  • Provide managers guidance related to hiring-related processes (e.g. background checks, drug testing, and submission of new hire paperwork)
  • Help facilitate the formal offer process for successful candidates

Employee Relations

  • Provide counseling to managers at all levels regarding harassment, discrimination, termination disciplinary and retaliation issues as they relate to company policy and federal/state laws
  • Thoroughly investigate complaints of violation of non-harassment policy, discrimination, retaliation or other employment matters
  • Respond to all “hotline” calls in the region and document the resolution of such in the system
  • Document all investigations from initial contact to conclusion using appropriate memos and reports
  • Work closely with outside counsel to manage claims through administrative agencies or courts
  • Act as liaison between internal counsel and field locations in the investigation, defense and settlement of employee relations claims

Compliance

  • Conduct field audits for compliance with labor laws and required processes (time and attendance protocols, union health and welfare plan reviews, etc.)
  • In conjunction with the Labor Relations team, communicate new state or local labor requirements and ensure compliance
  • Monitor compliance with OSHA requirements


Qualifications

MINIMUM QUALIFICATIONS

  • Minimum of 10 years of Human Resources Generalist Experience in a service industry.
  • Bachelor's degree is preferred; Master's degree would be a plus
  • Strong fundamental grounding in human resources
  • Employee/ Labor Relations experience a must
  • Understanding of fundamental business issues and has an operational orientation to human resources
  • Experience in leading organizational change and sees self as change agent
  • Comfortable and effective in coaching management team as well as coaching the field organization
  • Ability to influence others
  • Experience in recruiting and other HR generalist activities. Superb interpersonal skills and the wisdom to be both tough and understanding
  • Experience in building strong team relationships at all levels
  • Willingness to work long hours, handle multiple priorities and travel, as required
  • Strong communication and relationship skills at all levels with a pragmatic down-to-earth style
  • Ability to operate in a fast-paced organization that may not have many processes or systems in place
  • Must have a high degree of integrity, with discretion and an attitude of full disclosure

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SP+ is an equal opportunity employer committed in policy and practice to recruit, hire, train, and promote, in all job classifications, without regard to race, color, religion, sex, age, national origin, citizenship status, marital status, sexual orientation, veteran status, disability or other classes protected by federal or state law. SP+ does not tolerate harassment of or retaliation against any employee or applicant on the basis of these characteristics, or because the individual exercised his or her EEO rights.


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