General Summary: The Regional HR Manager partners reports to the Director of Human Resources and partners with General Managers of Operations in leading teams of division management. Approximately 75% travel is required. The Regional HR Manager will lead change management initiatives by creating awareness, understanding, buy-in and ownership for culture change; design strategies to improve overall morale and engagement while measuring and assessing progress; partner in the development and implementation of HR policies and procedures, including the creation and delivery of training/communication programs as needed.

Positions reporting to this position: None

Responsibilities:

• HR Advocacy - Position HR as the conscience of the company by reinforcing the culture and taking a proactive approach to supporting and promoting the HIS corner stone values and our Code of Conduct. Recruiting/staffing oversee/coordinate recruiting, staffing, interviewing, and assisting with selection of exempt, non-exempt and hourly positions. Partner with region and division managers and corporate recruiters to concentrate recruiting efforts in needed regions/divisions. Partner with corporate recruiters to coordinate and/or participate in recruiting events for positions and assessments. Monitor and analyze regional turnover and work with operations to maintain quality team members. Selection - ensure implementation and compliance of all selection processes for all positions. Work with corporate recruiters to facilitate position requisition and job posting processes for all field positions as needed. Facilitate the regional relocation program per company policy. Monitor and coordinate on boarding processes.
• Recruiting – Significant percentage of time spent recruiting for Division management, Heavy Equipment Operators, Laborers, including many employees with CDL A licenses. Experience with recruiting field employees in blue collar industries. Conduct job fairs at divisions, post jobs on Applicant Tracking Systems, and other methods.
• Management Development/Training - Assess regional needs and partners with the corporate training department to develop and implement consistent strategies relating to management level development. Support performance management process to ensure continuous improvement and the implementation of best practices. Assess training needs and make recommendations to the VP Human Resources.
• Diversity - Ensure inclusion and an open and equitable work environment for all employees related to programs, policies and procedures and/or CBA. Actively promote diversity in staffing.
• Employee/labor Relations - oversee employee relations issues and investigations, including corrective action, performance management and succession planning. Assist the regional team in creating and implementing action plans that improve employee engagement. Oversee the investigation of unfair treatment / discrimination charges, harassment complaints, wrongful terminations, wage/hour issues and other potential legal matters in cooperation with the VP HR. Monitor and analyze employee retention and other HR metrics and develop appropriate action plans to address identified needs. Regularly reports employee relations issues activities to VP Human Resources and Regional Vice-President. Keep VP Human Resource and Regional Vice-President apprised of relevant employee communications and morale issues, trends, needs and/or developments.
• Performance Management - Advise operations management on goal setting and the performance review process, providing instruction on timelines and processes. Provide guidance to regional leaders on performance evaluations and effective communication and coaching to employees.
• Culture Change - Business Partner with Regional Vice President to develop and maintain an organizational design structure that provides appropriate levels of management as well as desired development opportunities.
• Compliance - ensure implementation and monitor compliance of existing company policies and programs such as postings, orientation, retention, exit interviews, substance abuse testing and revisions to handbooks/manuals and orientation materials. Ensure compliance with all federal, state, and local laws, as well as all company policies and procedures.
• Communication - Provide information to business partners in a timely and effective manner. Utilize Advance systems to ensure effective and appropriate reports are available to analyze business needs and act proactively to impact change. Participate in weekly and monthly meetings and other communication meetings as needed.
• Compensation Benefits - act as a resource to business partners regarding compensation and benefit issues. Coach management on salary, bonus, merit and reward recommendations and staffing changes.
• Employee Recognition - Work with RVP and regional support team to identify effective ways to recognize employees.
• Operations Support - Visit division locations on a regular basis to stay current on ER/LR issues, success of initiatives, and to keep familiar with operational processes and procedures.
• Performs other incidental and related duties as required.

JOB QUALIFICATIONS:

Education and/or Experience: Bachelor’s degree in HR or related field; and 5-7 years HR or related experience, with at least 3 years in significant management/leadership role; or equivalent combination of education and experience.

Required Certification/Licenses:

HRCI and/or SHRM certification(s) preferred.

Experience Requirements:

5-7 years HR or related experience, with at least 3 years in significant management/leadership role; or equivalent combination of education and experience.

Knowledge/Skills:

Broad knowledge of Human Resources

Ability to influence change

Knowledge of employee and preferably labor relations

Experience recruiting in a blue collar industry

Physical Demands: May require operating in outdoor conditions. Must be able to lift up to 25 lbs.

Travel: Subject to long, irregular hours and 24-hour on-call availability. Must be able to travel 75% of the time. Driving for extended periods.

Working Conditions: Office setting when in home division. Sometimes requires working at job sites / customer sites, in outdoor and/or inclement weather conditions when visiting divisions and worksites.

Position Interacts With (indicate internal and external contacts):

Internal customers, Hulcher employees, other Hulcher department personnel, Union representatives, subcontractors, contract employees, vendors, customers.

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