Regional Human Resources Manager

Overview

The Transportation Regional Human Resources Manager delivers both tactical and strategic support to our Transportation and Fleet business lines/profit centers across the United States. This role is a key player in developing and implementing HR policies, leading large scale HR projects/programs, and practices in collaboration with senior HR management and key business leaders. Primary responsibilities include organizational development, talent management, recruiting, retention, legal compliance, benefits and training, and managing other HR professionals. The role ensures excellent HR service to all levels of employees, provides HR leadership and expertise, and is an effective change agent. The Regional HR Manager reports to a Human Resources Director, with a strong dotted line to the local Operations leaders they support.

Responsibilities

• • Partner directly and effectively with the Human Resources team, transportation leaders, and other cross-functional teams across the organization to help drive appropriate HR initiatives for the Company aligned with NFI’s purpose, vision and values.
  • Manage staff of up to 6 direct reports, including supervision, counseling, mentoring, performance standards and reviews, discipline, training and employee development.
  • Provide technical advice and knowledge to others within the human resources discipline.
  • Lead or contribute to corporate or other business projects and initiatives to influence and obtain buy-in, and then drive execution as directed by HR Directors.
  • Actively support company-wide Diversity & Inclusion programs and initiatives, assisting site management and collaboration with HR colleagues to manage, communicate, and administer various D&I policies and programs. This includes the support of employee resource groups.

Organizational Development & Training

• • Lead talent management process within the region for department managers in order to assess pipeline of talent. Assist managers and employees in preparing Individual Development Plans.
  • Integrate the talent management process to include detailed analysis of potential talent gaps and development of career plans. Ensure the review process is administered fairly and effectively.
  • Partner with the Talent Development department to identify training needs. Assist with facilitating training for employees and managers on key compliance and development programs.
  • Assist leadership in preparing Individual Development Plans.
  • Partner with Legal, HR Operations or Talent to identify leadership or compliance related training needs.

Recruitment and Retention

• • Leads and participates in cross-functional work teams and committees to execute People facing and other HR initiatives for NFI.
  • Partner with the Talent departments to identify local recruiting trends and recommend alternative strategies as needed.
  • Partner with Talent Acquisition and local leaders regarding staffing on startup projects.
  • Manage team to ensure the HRBP/Generalist are leveraging employee survey and retention data to provide recommendations to leadership to improve the employee experience and reduce turnover.
  • Partner with the business to identify strategies to attract and retain talent.
  • Review management applicant qualifications and assist recruiting in local hiring needs. Recommends internal candidates for further considerations.

Employee Relations

• • Determine and recommend employee relations practices, recognition and reward programs necessary to establish a positive employer-employee relationship and promote a high level of employee morale.
  • Investigate and liaise with legal department to respond to complaints of harassment, discrimination, employee grievances and other sensitive issues, cooordinates with Legal dept to prep position statements for EEOC.
  • Ensure performance reviews and pay are administered fairly within regions.

Policy Interpretation and Administration

• • Assist team and managers in required personnel functions such as disciplinary procedures, and appropriate corresponding paperwork and documentation.
  • Lead efforts with business unit managers on all aspects of organizational restructure/RIF’s, RIF selection process, adverse impact letters, and coordination with corporate.
  • Assure a practical level of consistency and accuracy in policy interpretation within HR and in operations.
  • Maintain the confidential nature of all employee and company proprietary and privileged information used or observed in the course of performing job duties.
  • Maintain current knowledge of commonly used concepts, practices and procedures with the HR field.
  • Understanding and interpreting DOT laws and regulations

Compensation

• • Partner with compensation on wage recommendations and regional studies and FLSA job assessment advice as needed.
  • Prepare and present analysis of recommendations to the business leaders.
  • Partner with compensation to develop and update job descriptions determining skills and competencies required for specific and newly created jobs.

Metrics and KPI’s

• Understand NFI human capital metrics to analyze data to identify trends.
• Partner with leaders to effectively address workforce trends and close existing gaps based on data.
• Ensure teams prepare data relevant to assignments and in the course of fulfilling normal HR related tasks.

Qualifications

• Bachelor Degree required in Human Resources or general business area.
• 7-10 years of experience gained through increasingly responsible positions within Human Resources. PHR/SPHR preferred, but not required.
• Prior experience leading, coaching, and mentoring direct and indirect reports.
• 5+ years of experience supporting hourly employee client groups primarily in the Transportation and/or Logistics market.
• Demonstrated passion and experience delivering innovative HR solutions and process improvement projects.
• HR background with strong knowledge of federal and state employment law, recruiting, compensation, organizational planning, employee relations, and training and development.
• The ability to be comfortable with high volume workload and not be afraid to “roll up your sleeves”.
• Strong internal and external customer focus.
• Excellence in organizational and interpersonal skills.
• Strong verbal and written communication, presentation and organizational skills.
• Computer applications experience using MS Office, Google Suite, Social Media platforms.
• Understanding of key HR analytics, metrics and HR systems experience required.
• Experience with performance metrics, process improvement, and Lean/Six Sigma tools a plus.
• Domestic travel within a region up to 50%. Open to Remote work with additional travel, as necessary.
• Bilingual in Spanish is a plus. Required in some locations