The Director, HR Operations will oversee ACR’s HR operations under the guidance of CHRO including but not limited to: (compensation, recognition, compliance, health, and safety), utilization, effectiveness and efficiency of developing policies, processes, practices and use of communication tools in support of ACR’s businesses. The Director, HR Operations will develop strategies to optimize Total Rewards and promote employee well-being. This role also oversees business unit HR and partners with management to address employee relations issues including conflict resolution, performance improvement and coaching & counseling and will oversee the leadership of the field HR function.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Total Rewards
  • Plans, designs, evaluates, and administers all employee compensation, including but not limited to:
    • Short- and long-term incentives
    • 401k retirement plans

• • Manage the annual performance and rewards cycle, promotions/adjustment cycle and other employee transactions/changes that impact compensation
  • Work on special projects including creating job descriptions, salary bands, salary administration and career pathing/development

• Oversight of compensation strategy and execution including but not limited to:
  • Compensation benchmarking
  • Variable compensation plans.
• Develop dashboards and reporting to meet business objectives, with constant focus on optimizing vendors, understanding, and controlling expenses

• Program, Policy and Practice Focus

Oversight for company-wide policies, program offerings and practices in United States and Canada including but not limited to:

• • Onboarding and offboarding
  • Employee policies
  • Rewards and Recognition/Service Awards
  • Employee Relations
  • Annual Perf Management Process
  • May lead and/or administer other company-sponsored programs.

• HRIS Management, Reporting and Analysis:

• • Manage HRIS system functionality
  • Support problem resolution for end users with research into the HRIS system’s data and processes.
  • Research, recommend and implement improvement to better utilize and/or enhance existing processes within the HRIS
  • Provide support on other HR projects and drive efficiencies and process improvement as needed.

• HR Field Business Partner Development
  • Develop high performance organizations through OD&E
  • Overall coaching and counseling and development activities within field HR team
  • Work across HRMs to ensure consistent application of policies, practices, rollout of organizational initiatives.
  • Overall liaison for communications that need to occur between corporate HR and all affiliated companies.

MINIMUM REQUIREMENTS:

• Education:
  • Bachelor’s degree required.

• Experience:
  • 5-8 years of HR generalist and HR systems experience
  • 2 years of people management experience.

• • Ability to establish and maintain collaborative working relationships at all levels of the organization.

• Ability to lead teams and train/mentor others.
• Exceptional communication and influence skills
• Project management skills a plus.
• Strong working knowledge of HRIS systems and Office 365.
• High degree of accuracy and attention to detail.
• Be able to work independently, adjust priorities quickly and adapt to frequent changes to workload.

 COMPETENCIES:

• Change Management. Previous responsibility for driving process and change management and alignment of processes to business needs.
• Business Acumen: Knows how the business works, knowledge of current and possible future policies, practices, trends, and information affecting his/her business and organizations: knows the competition: is aware of how strategies and tactics work in the marketplace. Understands how people and business practices support business growth and profitability.
• Communication: Provides effective communication and influencing skills to ensure compliance with company policies and practices. Must be skilled at and demonstrate the ability to support change management initiatives.
• Interpersonal skills: Must have excellent interpersonal skills and demonstrate the ability to establish effective working relationships and credibility with all levels of the internal organization and external client/vendor organizations.
• Project Management: Manages projects in support of business objectives to include the development of project plans, effective utilization of resources and development of metrics to measure and report on results. Can provide project leadership while working with employees who levels of authority and responsibility are higher than the project leader.
• Problem Solving/Decision Making: Utilizes root cause analysis to understand underlying problems. Based on the analysis develops effective solutions/decisions to resolve the problem to prevent further occurrences.
• Teamwork: Works in collaboration with others while at the same time having a point of view that maybe different from other team members.

To Learn More About Our Company, Please Visit www.amercareroyal.com

AmerCareRoyal is an Equal Opportunity Employer that recruits and hires qualified candidates without regard to race, religion, sex, sexual orientation, gender identity, age, national origin, ancestry, citizenship, disability, or veteran status.