Regional HR Manager

** Qualified and interested HR Professionals in the following locations are encouraged to apply:

• New York / Long Island
• Philadelphia
• Boston

** Pay Range: Based on years of related skills and experience: $90k - $130k

** Position will be on site with travel as needed within the NE market

Benefits include:

• Medical, vision, and dental insurance and short-term disability plans
• Company paid long term disability and life insurance
• Paid time off and paid holidays
• 401(k) retirement savings plan with Company match and immediate vesting
• Company provided mobile phone and laptop

The Regional Human Resources Manager (RHRM) is proactively engaged with business operations to develop and drive human resources initiatives and support business objectives. The RHRM role encompasses a broad range of Human Resources support, including driving performance management, coaching, organizational design, talent development, succession planning, employee engagement, compensation initiatives, involvement in the recruitment of key talent including onboarding and orientation execution and executing new company integrations. Imperative to implement and execute in a responsive, credible and technically appropriate manner. Collaborates and provides advice to a broad range of operations and functional staff on a variety of sensitive and confidential issues.

Business Partner: Serve as a member of the Regional leadership team and act as a key business partner for driving results. Lead people and organizational strategies that are aligned with the regions’ goals and strategies. Partner with and coach the leadership team through organizational initiatives and/or cultural change. Ensure high level of organizational agility, adaptability, flexibility, and creativity with appropriate stability preserved. Anticipates human resources implications of key business initiatives and decisions and recommends necessary and /or alternative actions to support the achievement of desired results. Communicate important HR information to the business leadership partners and share business specific information within the HR team. Measure performance against key HR metrics and develop plans for goal attainment.

Leadership and Management Development: Partner with senior business and HR leadership to develop and execute development initiatives. Manage the Talent Review process within the operations. Ensure the business has a strong talent pipeline, an identified list of high potential employees, and a developed succession plan with a consistent focus. Ensure that management development and career development plans are in place and receive focus.

Human Resources Execution: Partner closely with the Human Resources team members to ensure service delivery from HR specialty areas, including recruiting, employee relations, employee engagement and rewards, compensation, benefits, payroll and training. Communicate recruitment needs and priorities; ensure job descriptions and titles accurately reflect the current needs of the business unit. Manage performance and employee relations issues in an effective manner to minimize risk to the organization. Address compensation, pay equity, and career path/development needs to ensure retention of key talent. Ensure the success of HR support by communicating business initiative and organizational changes (i.e. acquisitions, growth, reductions, staffing changes, etc.)

Workforce Planning: Partner with the Regional leadership team to critically evaluate the quality, quantity and efficiency of the workforce. Review span of control as well as recommend and implement organizational plans which build operational efficiency and effectiveness.

Process Manager: Lead the development and implementation of core Human Resources programs for which responsibility has been assigned. Compile and assess business specific feedback to ensure program design, delivery and communication meets organizational needs.

Compliance: Ensure the application of the business’ Equal Employment Opportunity Policy and the implementation of effective affirmative action plans to ensure the attainment of the goals and objectives of the Region. Provide and assure full compliance with the organization’s policies and its “Code of Ethics”, which include ensuring all staff in the organization is aware of the policies and that their responsibilities and actions comply and support these policies. Assure and assess compliance to human resources policies and procedures as well as applicable legislation and regulations.

Qualifications:

Education: Bachelor’s degree in a human resource or business-related field, or a combination of education and work experience.

Business Experience: Minimum of 7 years of human resources generalist experience with demonstrated expertise in multiple disciplines, such as recruiting, employee relations, compensation and leadership development; implementation experience in designing and executing HR initiatives within the region and across the organization.

Licenses/Certifications: Human Resources Certification (PHR, SPHR, SHRM CP or SCP) is preferred

Language Skills: Strong verbal and written communication skills; developed management level presentation skills.

Technical Qualifications & Skills: Strong PC skills is required with proficiency in Microsoft Office Suite, especially Word and Excel; skilled experience communicating with Teams, Zoom, WebEx.

Competencies:

Solid business acumen; ability to analyze business issues, provide tailored HR solutions that address and align to broader business requirements and strategic initiatives, and measure their effectiveness through clearly defined metrics.

Developed relationship building skills; ability to effectively engage and influence leaders at various levels within the organization.

Exceptional oral and written communication skills; ability to articulate messages clearly and concisely.

Excellent cross functional collaboration and influencing skills; ability to work collaboratively within the HR Department to leverage HR expertise and develop business solutions.

Strong management level coaching, consulting and facilitation skills.

Highly effective organizational skills and ability to prioritize and execute multiple tasks and projects.

Professional maturity; ability to define priorities, differentiate which activities result in the greatest organizational impact and commit to successful execution.