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HR Manager - Portland Distribution Center
•30 days ago
| Hours | Full-time, Part-time |
|---|---|
| Location | 17505 N.E. SAN RAFAEL STREET Portland, Oregon |
About this job
The Portland Distribution Center has an opening for a HR Manager. This position will be located in Portland, Oregon
Position Purpose:
The primary purpose of this role is to influence and support the investment in human capital within the business units assigned. It is the job of the HR Business Manager to drive positive change and enhance the culture of the organization to foster associate growth, development and retention. Oversee units through growing and developing business partnerships, associate relations, recruiting, staffing & retention, training, organizational design & development, and compensation & benefits. Provide counsel and information to clients to assist with the execution of corporate strategy that meets business needs. Provide a positive environment and reduce legal risk to the organization.
Key Responsibilities include, but are not limited to:
•Participate in client business strategy and act as an internal consultant to the business unit.
•Manage and advise client groups on all needs related to strategic workforce planning, succession planning, diversity planning, employee retention and relations, workers’ compensation and payroll.
•Communicate and ensure compliance with compensation, benefits, and leave policy and programs.
•Work with business groups to manage compensation needs.
•Ensure competitive compensation for retention, manage the merit review process for designated business groups, administer pyramid reviews and other processes; administer performance evaluation process for exempt and non-exempt.
•Manage, and advise client groups on all needs related to leave administration; company, Federal and state-specific leave of absence programs.
•Support all benefit related questions and issues; provide consultation to business groups on benefit impacts through associate leaves.
•Resolve performance issues for business unit staff (through Director level) through separation; resolve team member issues and act as counsel to management and team members.
•Ensure consistency and fairness in policy and procedure; as it relates to Federal and State law requirements.
•Investigate employment, grievance, EEO, and/or ADA related issues. Report findings and respond appropriately.
•Coach leaders in associate skill development; partner and coordinate with training department to support training and development needs, recommendations and implementation for assigned client groups.
•Facilitate training as needed in the areas of: management & overall associate development, diversity, harassment, new hire orientations, and performance management.
•Consult clients on changing organizational needs; participate in developing and conducting reorganizations to maximize the effective use of resources and minimize adverse impact and risk.
•Consult with business leaders on team restructures and assist in the development of restructuring communication.
•Oversee and manage all organizational changes and movements through PeopleSoft; conduct data audits to ensure accuracy.
•Participate in and oversee the sourcing and identification of employment candidates, including the review and analysis of resumes.
•Interview candidates of all levels including management roles.
•Build strong business partnerships with Hiring Managers by developing effective recruiting strategies.
•Ensure the management of applicants through applicant tracking system from application to onboarding.
•Manage the HR Generalist and HR Specialist staff and provide work direction, performance management and ensure the department is adequately staffed and resourced.
•Ensure the team is motivated, engaged and have the right resources to be successful in their role.
Qualifications:
•Degree in business, human resources or related field. Master’s degree beneficial. Human Resources Certificate a plus.
•5- 8 years generalist human resources or other related business experience, including behavioral interviewing, employment, training, associate relations, compensation, diversity, management/organizational development, risk management and loss control.
•1-3 years management experience.
•Proven ability to operate successfully at all levels within the organization.
•Sound judgment in decision making and problem solving; able to solve a wide range of complex problems.
•Strong conflict management skills.
•Exceptional interpersonal skills.
•Proven ability to lead and influence at all levels
•Demonstrated change and project management skills.
•Excellent organizational skills with a high degree of initiative and flexibility.
•Proven creative, flexible and innovative team player
•Excellent customer service skills; strong sense of urgency and business orientation.
•Experience in a dynamic and high growth environment.
•Excellent written and verbal communication skills.
•HR recruiting experience to include positions at management level.
•HR generalist experience with an emphasis on training, management coaching, associate relations, conflict resolution, and management/organizational development preferred.
•Must be able to manage confidential information.
•Proficient computer skills including PeopleSoft and Microsoft Office.
•Demonstrated strategic thinking skills.
Position Purpose:
The primary purpose of this role is to influence and support the investment in human capital within the business units assigned. It is the job of the HR Business Manager to drive positive change and enhance the culture of the organization to foster associate growth, development and retention. Oversee units through growing and developing business partnerships, associate relations, recruiting, staffing & retention, training, organizational design & development, and compensation & benefits. Provide counsel and information to clients to assist with the execution of corporate strategy that meets business needs. Provide a positive environment and reduce legal risk to the organization.
Key Responsibilities include, but are not limited to:
•Participate in client business strategy and act as an internal consultant to the business unit.
•Manage and advise client groups on all needs related to strategic workforce planning, succession planning, diversity planning, employee retention and relations, workers’ compensation and payroll.
•Communicate and ensure compliance with compensation, benefits, and leave policy and programs.
•Work with business groups to manage compensation needs.
•Ensure competitive compensation for retention, manage the merit review process for designated business groups, administer pyramid reviews and other processes; administer performance evaluation process for exempt and non-exempt.
•Manage, and advise client groups on all needs related to leave administration; company, Federal and state-specific leave of absence programs.
•Support all benefit related questions and issues; provide consultation to business groups on benefit impacts through associate leaves.
•Resolve performance issues for business unit staff (through Director level) through separation; resolve team member issues and act as counsel to management and team members.
•Ensure consistency and fairness in policy and procedure; as it relates to Federal and State law requirements.
•Investigate employment, grievance, EEO, and/or ADA related issues. Report findings and respond appropriately.
•Coach leaders in associate skill development; partner and coordinate with training department to support training and development needs, recommendations and implementation for assigned client groups.
•Facilitate training as needed in the areas of: management & overall associate development, diversity, harassment, new hire orientations, and performance management.
•Consult clients on changing organizational needs; participate in developing and conducting reorganizations to maximize the effective use of resources and minimize adverse impact and risk.
•Consult with business leaders on team restructures and assist in the development of restructuring communication.
•Oversee and manage all organizational changes and movements through PeopleSoft; conduct data audits to ensure accuracy.
•Participate in and oversee the sourcing and identification of employment candidates, including the review and analysis of resumes.
•Interview candidates of all levels including management roles.
•Build strong business partnerships with Hiring Managers by developing effective recruiting strategies.
•Ensure the management of applicants through applicant tracking system from application to onboarding.
•Manage the HR Generalist and HR Specialist staff and provide work direction, performance management and ensure the department is adequately staffed and resourced.
•Ensure the team is motivated, engaged and have the right resources to be successful in their role.
Qualifications:
•Degree in business, human resources or related field. Master’s degree beneficial. Human Resources Certificate a plus.
•5- 8 years generalist human resources or other related business experience, including behavioral interviewing, employment, training, associate relations, compensation, diversity, management/organizational development, risk management and loss control.
•1-3 years management experience.
•Proven ability to operate successfully at all levels within the organization.
•Sound judgment in decision making and problem solving; able to solve a wide range of complex problems.
•Strong conflict management skills.
•Exceptional interpersonal skills.
•Proven ability to lead and influence at all levels
•Demonstrated change and project management skills.
•Excellent organizational skills with a high degree of initiative and flexibility.
•Proven creative, flexible and innovative team player
•Excellent customer service skills; strong sense of urgency and business orientation.
•Experience in a dynamic and high growth environment.
•Excellent written and verbal communication skills.
•HR recruiting experience to include positions at management level.
•HR generalist experience with an emphasis on training, management coaching, associate relations, conflict resolution, and management/organizational development preferred.
•Must be able to manage confidential information.
•Proficient computer skills including PeopleSoft and Microsoft Office.
•Demonstrated strategic thinking skills.