Position Overview

The Human Resources Manager guides and manages Human Resources services, policies, and programs in areas including: labor relations, performance management, career and succession planning, recognition, retention, employee relations, policy interpretation and deployment, compensation, compliance, and safety. Leads the implementation of people-related initiatives that provide an employee-oriented and high-performance culture that contributes to the organization-wide business plan and objectives. This position reports into a VP, Human Resources. 

Key Job Responsibilities

Performance Management

• Partners with leaders to manage employee performance to policies, procedures and programs.

• Oversees integrated talent management and succession planning processes to ensure talent is properly identified and assessed.

• Coaches managers on how to write and deliver effective performance reviews.

• Evaluates talent potential to determine strengths and developmental gaps. 

• Educates managers on legal practices, acceptable workplace behaviors and appropriate counseling methods.

• Participates in high level disciplinary action and terminations decisions.

• Partners with labor relations counsel.

• Participates and represents the organization during investigations.

• Attends unemployment hearings.

Engagement and Retention

• Analyzes Engagement Survey results and advises leaders on creation of action plans.

• Partners with leaders to ensure action planning goals are met and additional plans are created to encourage continuous improvement.

• Identifies employees to participate in career pathing to enhance readiness for job opportunities. 

• Encourages recognition through CenterStage and acts as a resource for managers and employees.

• Utilizes injury report to recommend safety awareness and solutions. 

• Promotes company benefits and initiatives through multiple communication venues including in person meetings, conference calls, webinars, emails and onsite venue visits.

• Leads change management for company initiatives.

• Conducts employee focus groups to discuss successes and identifies areas of improvement. 

• Analyzes separation reasons to understand trends and solve for actionable issues and decrease turnover. 

• Conducts monthly meeting with Operations Leaders on employee metrics to ensure year over year data points are aligned with regional goals.

Training and Development

• Promotes a high-performance culture that encourages ongoing self-development.

• Advises employees on career pathing opportunities that meet the needs and goals of both the organization and the employee.

• Ensures National College Leadership Program participants are flowing through the defined curriculum and addresses any issues to increase retention.

• Facilitates and monitors employee and manager through the Role-Based Development Programs. 

• Partners with Operations to identify training needs based on business needs

• Partnering with COEs to identify solutions and interventions to address business needs .

• Facilitates training courses, as needed.

• Reviews workers’ compensation injuries and partners with leaders and the Safety department to solve for issues.

Recruitment and Selection

• Educates leaders on venue staffing guidelines. 

• Reviews job additions and replacements for adherence to venue staffing guidelines.

• Leads annual regional review of venue staffing and ensures staffing adjustments are made, if needed.

• Partners with Talent Acquisition to identify promotable and high potential employees for internal mobility.

• Interviews candidates for leadership positions to assess fit into culture and role.

• Supports organizational change that includes job competency evaluation, change management, communication and project plans. Partners with Talent Acquisition on salary recommendations based on Encores salary structure.

• Provides consultation on immigration process. 

Job Qualifications

• Bachelors degree required, preferably in Human Resources or related field

• 5 years experience in Human Resources in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development

• General knowledge of various employment laws, regulations and practices

• Strong base of HR technical knowledge

• Outstanding interpersonal relationship building and employee coaching skills.

• Ability to work with autonomy in a fast-paced environment with multiple priorities.

• An excellent listener and communicator with an approachable style.

• Ability to analyze situations when making decisions

• SHRM Certified Professional (SHRM-CP) or Professional in Human Resources (PHR) certifications a plus. 

Competencies

• Consultation

• Relationship Management

• Ethical Practice

• Global and Cultural Awareness 

• Business Acumen

• Critical Evaluation

Work Environment

Work is performed primarily in an office environment. Working times may include irregular hours and on-call status including days, evenings, weekends and holidays. Team members must adhere to appearance guidelines as defined by Encore based in an office environment and when traveling, on an individual venue or a representation of venues in that city or area.

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