GENERAL PURPOSE

Manage activities related to, but not limited to, recruiting and onboarding, employee engagement, learning and development, compensation, benefits, wellness, payroll, DEI (diversity, equity, and inclusion), recordkeeping, HR compliance, and possibly safety and other related areas for assigned location. Coordinate and partner with Centers of Expertise in the management of these activities. Advise leaders in complex employee relations matters and serve as a knowledgeable resource for HR practices and procedures. Develop and maintain effective working relationships and provide excellent customer service when addressing employee and leadership team questions and inquiries. Handle complex issues and problems and consult with senior HR leaders as needed. Manage a team of professionals and/or support staff.

JOB DUTIES AND RESPONSIBILITIES

• Lead the recruitment efforts for hourly, professional, and/or management positions in assigned location. Function as a primary resource for hiring managers in their recruitment and staffing efforts. Execute recruitment, interviewing, hiring, and temporary staffing plans in a timely manner and in accordance with DFA standards
• Partner with managers to update job descriptions and move candidates through the entire interview and selection process effectively. Guide HR team in triaging critical staffing shortages as needed
• Partner with outside agencies to conduct recruitment events, representing DFA career opportunities in accordance with company values. Share job opportunities on social media sites in partnership with talent acquisition as appropriate
• Lead and execute the on-boarding of new employees to ensure new employees and repositioned employees have proper orientation and access to information and resources needed to be successful in the role. Partner with management to create a comprehensive onboarding plan which includes supervisor-led training for new employees
• Facilitate talent management initiatives to drive engagement, build business capabilities, and enhance retention. Work with HR team to ensure consistency with talent initiatives organizationally
• Provide leadership in the execution of HR processes, practices, and policies in partnership with leader(s)
• Communicate HR practices and procedures to leaders and support them in executing performance activities, compensation tasks, and corrective actions
• Effectively partner with HR team at business unit level and headquarters as appropriate
• Develop recommendations for HR process improvement
• Document HR practices and procedures and work toward consistency in practices
• Provide employee relations support for leaders in assigned location. Consult with employees and managers to address and resolve employee concerns and disputes, escalating and recommending appropriate actions
• Oversee payroll processing and process payroll as needed. Ensure that payroll processes are in place and are executed on schedule
• Provide solution and training recommendations to people leaders and employees as appropriate
• Coordinate employee wellness and engagement activities
• Support and track employee engagement action planning and participate in employee engagement team meetings and activities
• Create and provide people analytics to the business including position control tracking, recruiting/hiring reports, turnover reports, exit feedback, and tracking of performance/compensation tasks
• Process personnel changes, including status, position, pay, personal information
• Support Affirmative Action Planning and reporting
• Perform job analysis in partnership with HQHR as needed and advise people leaders in matters of compensation, job classification, career pathing
• Maintain personnel files in assigned locations
• Manage Worker’s Compensation claims as needed. Participate in safety and risk initiatives, including escalated/high-risk worker’s compensation claims, safety complaints, and first responder program
• Maintain highest level of confidentiality related to organizational changes and other sensitive information related to HR job responsibilities
• Manage exempt and/or non-exempt direct reports. Responsibilities include work delegation and review, supervision, scheduling, training, coaching, development, performance management, etc.
• The requirements herein are intended to describe the general nature and level of work performed by employee, but is not a complete list of responsibilities, duties, and skills required. Other duties may be assigned as required