Area Human Resource Manager (Penske Logistics)

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Job description

Area HR Manager (Logistics / Warehousing)
Do you want to join a growing, fast-paced people-centric company?
Do you have a passion for creative thinking and problem solving?
Do you have HR generalist experience leading a team across multiple locations?
Penske Logistics may be the place for you!

POSITION SUMMARY:
Supporting a 90% hourly workforce (both union and non-union), this position is a key member of the Area management team, responsible for supporting our managers and associates primarily in the Northeastern United States. This position reports directly to the operational vice-president with a strong matrix relationship to corporate HR.
This position can be based anywhere in the Northeast/Mid-Atlantic area with a strong preference for the Pennslyvania/New Jersey metro area and will support locations in the following states: Pennsylvania, Ohio, New Jersey, Missouri and Iowa. As Penske is continuing to grow, more states could be added.

The Area HR Manager oversees all HR activities for the Area including: talent acquisition and new hire orientation; talent development; performance management; associate and labor relations; benefits communications; compensation; and relocation issues with assistance from other departments at our corporate headquarters. Working closely with the Area operations team, the position will require a proactive approach to ensuring that we have the right associates in the right jobs and who are fully engaged, with a strong bench to ensure sustained business success.
This Area HR Manager opportunity requires someone with strong communications/influencing skills who is self-driven, embraces change, and has a comfort level working in a matrixed reporting relationship.
MAJOR RESPONSIBILITIES:
Staffing: Supports centralized recruiting team in resolving issues around requisition accuracy, approval chains, and manager responsiveness. Takes an active role in supporting recruiting activity for jobs like warehouse associates, operations leaders and administrative roles. Provides compensation recommendations to management and / or recruiter. Actively participates in interview process, especially for supervisor and above roles, and reviews all candidates' applications prior to hire. Analyzes recruiting and turnover trends (good hires vs bad hires) and follows up on Area basis.
Associate Development: Maintains oversight of high performers and ensures that development plans for those associates are in place. Actively works with Workforce Planning tools, and other talent management tools to "build the bench" for the Area. Educates managers regarding training availability. Conducts classroom / webinar training as necessary.
Performance Management: Actively engages management team in performance management process from a training and coaching standpoint, and works with operations leaders to develop performance improvement plans and ensures follow-up.
Training and Development: Provides associate and manager training as needed, including performance management, selection skills, safety, workplace violence, harassment in the workplace, equal opportunity, wage and hour laws, diversity, leadership, and other Area-focus topics.
Labor Relations: Conducts regular union risk assessments at locations and union avoidance training beginning with high-risk non-union locations. Acts as first responder at first signs of unionization efforts in non-union locations. Establishes relationship with local shop stewards and union business agents. Co-owns 1st and 2nd step grievance resolution with local management, and assists with arbitration preparation. Participates in contract negotiations as appropriate.
Associate Relations: Advises associate and management on the interpretation of personnel policies, programs, and procedures. Conducts location HR audits and ensures HR compliance. Investigates associate complaints and works with manager/Legal to respond and resolve, elevating serious or complex issues to HR Business Partner and/or Corporate Security. Ensures that all associates are aware of the various methods to bring issues forward.
Wage and Hour: Regularly analyzes area associate data, and scans for correct information, compensation parity (Equal Pay Act), FLSA compliance and consistent practices according to Penske policy. Explains PTO policy to managers and associates. Facilitates resolution of payroll issues in a timely manner, taking steps to avoid similar issues in the future.
Compensation and Benefits: Responsible for communicating benefits to all managers and associates on a regular basis, and for encouraging participation in Company's 401k plans. Also responsible for gathering and maintaining market data on pay and benefits, and feeding such information to the Corporate Comp and Pricing teams.
Diversity: Ensures that Area and Local management teams foster an inclusive work environment. Work with the Diversity and Inclusion team on Area and Company-wide initiatives. Ensure managers understand equal opportunity in the workplace. Act as a conduit with field management and the legal department in providing required information around EEO claims, such as signed statements, identification of witnesses, and other needed documentation.
Analytics: Provides Area staff with relevant and meaningful HR metrics and analytics as required, using tools such as Citrix, Oracle, Salary Admin, Taleo, Fleet Manager and other tools. Analyzes turnover, retention, LOA, workers comp, and exit interview data to determine human capital actions for the Area.
Due Diligence: Conducts HR due diligence for new business acquisitions and facilitates new business start-up activities, to include issues relating to benefits, compensation, policies, procedures, and related activities.
Associate Engagement: Engages with all associates (hourly and salaried) and leads teams related to improve associate engagement.

If you wish to modify the "Qualifications" section, discuss this with your recruiter.
QUALIFICATIONS:
-Bachelor's degree in Human Resources or related field required. SPHR or SHRM-CP Preferred.
-Ability to travel up to 50-75%. This is a field HR operations position. Some weekends required.
-4+ years Human Resources generalist experience preferred, but will also consider internal Penske associates with at least 5 years' management experience, thorough knowledge of the business, strong communication skills, and a desire to learn HR, either as a career or as a means of development for future roles with the Company
-Strong knowledge of HR functions: associate development, associate relations, labor relations, staffing, compensation, benefits and training
-General knowledge of employment law (including state specific laws in the area you will support)
-Ability to work well independently and complete tasks with minimal supervision; strong sense of urgency
-Demonstrated track record of honesty and integrity
-Detail oriented with strong organizational and documentation skills
-Ability to thrive in a fast-paced, deadline-sensitive environment
-Adaptable quick learner with the ability to pick up company's systems and processes quickly
-Willingness to travel as necessary, work the required schedule, work at the specific location required, complete Penske employment application, submit to a background investigation (to include past employment, education, and criminal history) and drug screening are required

Physical Requirements:
-The physical and mental demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
-The associate will be required to: read; communicate verbally and/or in written form; remember and analyze certain information; and remember and understand certain instructions or guidelines.
-While performing the duties of this job, the associate may be required to stand, walk, and sit. The associate is frequently required to use hands to touch, handle, and feel, and to reach with hands and arms. The associate must be able to occasionally lift and/or move up to 25lbs/12kg.
-Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception and the ability to adjust focus.

Job Board Summary
The Area Human Resources Manager is a valued member of the Leadership Team, reporting directly to the Area Vice President of Field Operations, with a dotted line to a Human Resources Director who aligns to corporate HR. As a trusted Business Partner, the Area HR Manager will drive results and support business objectives. This position requires you to act as a change agent while driving organizational effectiveness through talent acquisition, leadership development, employee engagement, diversity and inclusion, associate and labor relations, and compliance.

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