ASSOCIATE HR DIRECTOR

Employee Relations/Voice of the Associate
• Serve as the Voice of the associate (VOA) for all levels at UDF. Helps create and implement in partnership with the business the appropriate associate experiences and engagement strategies across all UDF businesses
• In partnership with the business create, execute and monitor the company’s associate-centric Roadmaps (VOA, Engagement, Associate Relations, Associate Communications, etc.)
• Maintain oversight of all AR activity for the business lines supported
• Effectively track, investigate all associate relations issues and present recommendations to the business.
• Investigate, summarize and prepare formal responses to any employment-related charges, claims or investigations by government agencies. Partner with outside counsel as needed.
• Oversee and insure company remains in compliance with federal, state and local employment laws, rules and regulations

UDF Business Partnership
• Actively contributes to the development, communication, and measurement of long-term and short-term business strategies and plans
• Develop and implement strategies that result in improvement of business productivity, efficiency, retention or ROI;
• Serve as advisor and coach to leadership regarding the people implications of business issues and decisions
• Proactively analyze workforce metrics and analytics, employment records, employee surveys, operations or other sources to anticipate issues, monitor progress, and help drive strategic business decisions
• Gather data for specific initiatives, program design (i.e., incentive plans), Headcount/FTE planning, Zone Manager’s meetings, etc.
• Participate on, as necessary, ad hoc project teams that focus on company-wide and/or division business initiatives

People Development
• Partner with the Director of Talent and Performance Management on various initiatives including talent reviews, development planning, succession planning performance management and development programs (Making A Better Leader, Future Leaders Program).
• Identify and analyze development needs for the business and partner with Talent / L&D staff to develop plans to address needs.
• Provide advice and counsel to leadership to help develop their people management capabilities; coach leaders on leadership practices, their own development, the development of their direct reports, and the development of a high-performing leadership team
• Provide input to leadership, management and employees on the development and implementation of career progression plans.

Recruitment and Staffing
• Proactively consult with business leadership to diagnose and analyze current and future talent needs and to create and execute a workforce plan
• Develops and implements recruiting strategies to address the workforce plan; consult with internal team and external resources (contract recruiting, recruitment firms/agencies) as needed.
• Participate in recruiting process where necessary; responsibilities may include:
o Validating key position requirements
o Sourcing candidates (senior level)
o Identifying key internal/external candidates
o Interviewing candidates
o Selection and job offer development
o Background checks

Total Rewards
• Consult with business leadership and managers on compensation issues.
• Partner and consult with business leadership and Finance to make compensation decisions
     o Pay adjustments
     o Pay plan design including role-based minimums and maximums
     o Reward and recognition payouts
     o Short-term or variable incentive bonus program
• Play a leadership role in partnership with the business in the design of business total compensation strategies, compensation programs, and total reward strategies (e.g., incentive plans, retention programs, pay plans, bonus plans, etc.)
• Partner with business leadership to perform regular communications on pay plans at both a business-wide and individual basis

Financial Management
• Partner with Accounting other departments on financial management activities such as:
    o Annual and ongoing budgeting process
    o Staffing models
    o Vendor relationship management
    o Incentive compensation planning and management
    o Financial reporting
    o Productivity/Efficiency initiatives
    o Scorecards
    o Expense Management
    o Workforce Analytics

People Management
• Develop, oversee and monitor HR department operating budgets and costs
• Ensure HR administrative activities (via direct report) are completed as needed.
• Responsible for providing direct reports with timely, candid and constructive performance feedback; developing employees to their fullest potential and provide challenging opportunities that enhance employee career growth;
• Developing the appropriate talent pool to ensure adequate bench strength and succession planning; recognizing and rewarding employees for accomplishments.
• Incumbent also holds his direct reports accountable for performing the same functions and activities with their direct reports if applicable.

KNOWLEDGE, SKILLS AND ABILITIES REQUIRED:

Education and Experience:
• Bachelor’s degree in HR or related field preferred (equivalent working experience considered).
• A minimum of 5 - 7 years of progressive business HR experience. Relevant HR generalist experience in a retail environment is preferred but not required. Convenience Store experience would be an advantage but is not required.
• Prior experience in employee relations highly preferred
• Working knowledge of all disciplines within HR required.
• PHR/SPHR or SHRM CP/SCP certification preferred.
• Experience working across all levels of an organization required.

Competencies & Capabilities:
• Must be well-organized and able to coordinate multiple tasks and requests.
• Excellent analytical, interpersonal, negotiation, problem solving and influencing skills are essential. Integrity – maintains confidentiality at all times.
• Ability to use data and workforce analytics to deliver People insights and solutions to the business
• Verbal and written communication skills are essential.
• Excellent presentation skills required.
• Previous experience successfully introducing and implementing processes, best practices and operational change initiatives that significantly enhanced capabilities.
• Must have a proven track record of successfully collaborating with senior management and peers to support growth and financial results.
• Demonstrated ability to be highly effective in a team-oriented environment and to build effective relationships across all levels of the organization.

Computer/Technical:
• Ability to use all Microsoft Office software, including Word, Excel, & PowerPoint
• Experience with HR systems preferred (UKG).