Director, Human Resources

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Job description

General Responsibilities The Director of Human Resources is responsible for driving and supporting human capital strategy and high-value HR processes through all locations in his/her respective territory or workgroup. This includes aligning business objectives with employee management objectives within the assigned territory or workgroup. This position formulates partnerships across the HR function (including COEs) to deliver value-added service to management and employees that reflects the business objectives of the organization. The Director of Human Resources maintains an in-depth level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition, and leads a team of Human Resources Business Partners. The Director of Human Resources is also responsible for providing effective employee relations and service to employees by utilizing excellent problem solving and relationship skills, an in-depth knowledge of human resources generalist concerns, an expertise in policies and procedures, operational leadership skills, and knowledge of company products and services. In this role, the Director of Human Resources will be the primary point of contact for client group leaders, maintaining a close connection to the business at all times. The Director of Human Resources also develops and executes HR strategy in support of the client's business objectives, providing expertise and guidance in the areas of culture and change management, strategic coaching, talent assessment and development, succession planning, and performance management. Essential Requirements Work closely with the HR team and local business leaders to support the HR Strategy. Help align the HR initiatives to support operational needs. Deploy operational, educational, compliance, and developmental programs in the field as directed from various COEs. Manage day-to-day HR activities in employee relations, compensation, labor relations, benefits, staffing, training, and succession planning to support operational goals and business objectives. Consult with employees and managers to address root causes of issues and resolve through a systematic and analytical approach, including investigations. Align global business strategies to HR strategies and initiatives, diagnosing business challenges, exploring alternative solutions and recommending best-fit solutions. Manage succession planning below VP levels. Partner with Talent Management COE in managing proper succession and high potential planning in line with the defined strategy and needs of the business. Provide HR support in both union and nonunion environments. At our union locations, handle grievances, and assist with dispute resolution, contract interpretation, and collective bargaining. Work with Labor Relations team in preparation for negotiations, preparation of Bargaining Authority documents, and at our non-union locations, drive union avoidance and prevention efforts. Provide support and assistance to the Labor Relations team in coordinating and implementing the company wide labor relations strategy. Guide and lead HR team: Play a leadership role in coaching and mentoring the region HR team to ensure that agreed levels of effective service are delivered and that the HR strategy is being executed across the workgroup. Partner with Operations on safety and worker's compensation management. Ensure consistent discipline practices and legal compliance - Guide train and direct Business Partners on the execution of HR policies and processes to ensure appropriate legal and corporate compliance. Identify compensation issues and recommend solutions. Ensure compliance with all Company policies and employment laws. Identify problems central to business strategy and forecast potential obstacles to success. Analyze workforce-planning data and forecast staffing needs. Participate in special projects as needed. At Hertz, we champion and celebrate a culture of diversity and inclusion. We take affirmative steps to promote employment and advancement opportunities. The endless variety of perspectives, experiences, skills and talents that our employees invest in their work every day represent a significant part of our culture - and our success and reputation as a company. Individuals are encouraged to apply for positions because of the characteristics that make them unique. Qualified applicants with criminal histories will be considered for employment in a manner consistent with applicable federal, state and local law. Hertz is a drug free workplace. EOE, including disability/veteranWork closely with the HR team and local business leaders to support the HR Strategy. Help align the HR initiatives to support operational needs. Deploy operational, educational, compliance, and developmental programs in the field as directed from various COEs. Manage day-to-day HR activities in employee relations, compensation, labor relations, benefits, staffing, training, and succession planning to support operational goals and business objectives. Consult with employees and managers to address root causes of issues and resolve through a systematic and analytical approach, including investigations. Align global business strategies to HR strategies and initiatives, diagnosing business challenges, exploring alternative solutions and recommending best-fit solutions. Manage succession planning below VP levels. Partner with Talent Management COE in managing proper succession and high potential planning in line with the defined strategy and needs of the business. Provide HR support in both union and nonunion environments. At our union locations, handle grievances, and assist with dispute resolution, contract interpretation, and collective bargaining. Work with Labor Relations team in preparation for negotiations, preparation of Bargaining Authority documents, and at our non-union locations, drive union avoidance and prevention efforts. Provide support and assistance to the Labor Relations team in coordinating and implementing the company wide labor relations strategy. Guide and lead HR team: Play a leadership role in coaching and mentoring the region HR team to ensure that agreed levels of effective service are delivered and that the HR strategy is being executed across the workgroup. Partner with Operations on safety and worker's compensation management. Ensure consistent discipline practices and legal compliance - Guide train and direct Business Partners on the execution of HR policies and processes to ensure appropriate legal and corporate compliance. Identify compensation issues and recommend solutions. Ensure compliance with all Company policies and employment laws. Identify problems central to business strategy and forecast potential obstacles to success. Analyze workforce-planning data and forecast staffing needs. Participate in special projects as needed.