Generalist - Human Resources

Position Overview

The Human Resources Manager originates and leads Human Resources practices and objectives that will provide a Team Member-oriented, high-performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce. The Human Resources Manager coordinates implementation of services, policies, and programs; reports to the General Manager and serves on the executive management team; and assists and advises company managers about Human Resources issues.

Essential Job Responsibilities

To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The below list is not all inclusive. Additional responsibilities may be assigned.

Recruiting and Staffing

• Develops and administers programs, procedures, and guidelines for recruitment activities such as internal communication, placement of ads; reviewing resumes, conducting screening interviews, administer pre-employment tests or evaluations, and reference and background checks.

• Collaborate with management and staff to drive current and future workforce planning initiatives within divisions and department teams.

• Analyze HRIS reports to identify workforce needs and turnover trends.

• Coordinates or conducts exit interviews to determine reasons behind separations.

Employee Relations

• Provide proactive guidance and counsel to managers and Team Members on Team Member relations issues.

• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.

• Conducts investigations when employee complaints or concerns are brought forth.

• Provides internal consulting support to senior leaders, key business stakeholders, and other cross-functional partners to address organizational learning and development needs.

Build A Positive Culture and Work Environment

• As the Culture Champion for the Company, the Director of Human Resources will collaborate and support the General Manager by leveraging their subject matter expertise to facilitate positive change management within the organization.

• Cultivates a strong Company culture of positivity, accountability, and customer service focus.

• Strengthen relations between the management team and all other Team Members, particularly Motor Coach Operators (Drivers)

• Introduce, lead, and influence change management initiatives with management staff to address issues that will enhance overall performance.

HRIS and Benefits Administration

• Become the primary point of contact for HR systems, including ATS, HRIS and Payroll systems.

• Supports biweekly or weekly payroll for Team Members (hourly, non-exempt, and exempt)

• Oversees the administration and data integrity of the HRIS.

• Accurately and promptly enters leave-related data into HRI system within established time frames, monitoring leave status for change.

• Competent in report running and conducts periodic audits to ensure data integrity.

• Identifies training needs of end users and develops and provides the necessary training to meet those needs.

• Administers health plans including enrollments and terminations. Processes required documents through payroll and insurance providers to ensure accurate record keeping and proper deductions.

• Handles worker's compensation and/or unemployment insurance claims.

Coordinates On-Boarding Process for New Hires

• Develop and conduct new team member orientation programs.

• Collects hiring packets and other required documents according to the hiring checklist and establishes personnel file.

• Prepares offer of employment letter (if applicable) and submits to supervisor for approval. Maintains accurate and up-to-date recruitment and selection documentation for EEOC monitoring (if applicable).

Training and Development

• Coordinates state or federally required training (not including FMCSA-related training for Drivers) as needed.

• Develop training plans and programs; organize training sessions, workshops, and activities.

• Advises managers on compliance with applicable policies, procedures, and deadlines.

• Reviews performance management forms for appropriate signatures and thoroughly checks forms for completeness and accuracy and returns them by established deadlines.

• Assists supervisors with creation of action plans if necessary.

Leadership Development

• Trains managers and supervisors in HR issues and practices.

• Consults with management on performance, organizational and leadership matters. Conducts needs assessments to determine measures required to enhance manager job performance.

• Partners with General Manager on leadership development of direct reports.

Other Administrative Responsibilities

• Maintains Team Member personnel files in compliance with applicable legal requirements.

• Develops and updates job descriptions for all positions to be in evaluating performance format.

• Ensures that personal information is up to date.

• Ensures Team Member handbook for location is accurate.

• Accurately answers Team Member's questions and properly advises them on the correct use of leave. Promptly resolves leave-related issues.

Additional Job Functions

• Involves corporate HR when appropriate.

• Knowledge of applicable employment laws.

• Develop programs to enhance employee relations.

• Create new ways to measure Team Member morale and determine methods for improving overall Team Member satisfaction.

• Develop strategies to reduce employee turnover and increase retention.

• Performs additional duties and assignments as directed by the General Manager and the Vice President – Human Resources.

Schedule

Considering the nature of the transportation industry, the Company does not maintain regular business hours. You are expected to work customary business hours but will vary as determined by the Company's specific business needs. Schedules are subject to change and may require early mornings, evenings, weekends, holidays, or multiple-day shifts. Flexibility with the work schedule and the ability to work any shift assigned is required. Up to 15% travel may be required.

Qualifications, Skills and Personal Characteristics Required

• Manages a high-volume HR department.

• Comprehensive understanding of local, state, and federal employment laws

• Exceptional interpersonal skills, including: listening, coaching, & training.

• Strong time management skills.

• Ability to develop strong relationships and work with senior-level executives.

• Demonstrated proficiency with applications such as Word, Excel, & PowerPoint.

• Work requires a willingness to work a flexible schedule.

• Able to multi-task and work under time constraints.

Required Education and/or Experience, Certifications and Licenses

• Bachelor's Degree or commiserate experience.

• Minimum five years of experience in human resources preferred.

• Experience with ADP Workforce Now preferred.

Physical Demands / Work Environment

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical: May include lifting up to 20 pounds for office related functions.

Vision: See in the normal visual range with or without correction.

Hearing: Hear in the normal audio range with or without correction.

Environment: Primary environment: work is generally performed within a busy office environment and in and around motorized vehicles. Exposure to noise, dust, grease, fumes, gases, and all types of weather and temperature conditions. May be required to work extended hours including evenings and weekends.