Collaborate with Business Leaders to influence business strategy based on a deep understanding of the business implications for the area, including employee and labor relations.
Participate in key meetings with Business Leaders to bring HR expertise to business/operational discussions with linkage to HR strategy and business objectives.
Collaborate with appropriate HR and other teams to ensure new policies, plans, programs, and processes are effectively communicated and implemented consistently within the area.
Drive improvement in overall team performance and direct talent planning / management which includes: 1.) supporting employee performance improvement planning—including plan development, counseling, and follow-up and 2.) working with Area Staff to facilitate the completion of all talent routines, such as TAPP and STR.
Conduct investigations of complex Employee Relations and HR matters.
Advise Area Leaders in conjunction with Region Leadership and Functional Partners on complex employee relations issues and manage risk effectively. Participate in the termination approval process for the area.
Support culture change initiatives and establish key change management strategies for business-related events impacting human capital for the area.
Work with Area Leaders to implement appropriate organizational structures as designed and key capabilities required to achieve business objectives. Complete workforce analysis for any RIF process. Work with region leadership and legal to assess risk.
Drive effective Employee Relations activities designed to promote a positive work environment and advocate for the associate experience.
Facilitate and follow up on the development of implementation of action plans designed to address issues surfaced through employee surveys—either locally driven or corporate driven.
Engage effectively with Functional Partners and HR Centers of Excellence. In a market of this size with implications for Region and Company performance, partnering proactively, providing feedback, and engaging across the HR function is essential to successful execution of initiatives.
Provide insight into Area specific needs for training to Region Leadership and centralized talent management team.
Lead the HR team for the area with demonstrated people leader skills including the ability to coach and counsel other people leaders
Other duties as assigned by manager
Travel required 10% to domiciles and events.
Incumbent will office in one of the markets of the area they will support
SUPERVISION:
HR Generalists and HR Coordinators
RELATIONSHIPS
Internal: VP Field HR, Region HR Business Leader, Region President, Area President, Regional Functional leaders, Area HR, HR Functional teams, Legal, Communications, Operations Leadership, Commercial Leadership teams
External: Government agencies, external legal counsel