Regional Human Resources Manager

The Regional Human Resources Manager delivers both tactical and strategic support across multiple sites in a region. This role is a key player in developing and implementing HR policies, 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. This position, domiciled on our Lehigh Valley, PA campus will report directly to the Director, Human Resources Operations at the Corporate office in NJ. Will have HR responsibilities for our Distribution, Transportation and Fleet Services activities and manage local HR Business Partner team.

Essential Duties & Responsibilities:

• Partner directly and effectively with the Human Resources team, corporate and business 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, 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 on corporate or other business projects and initiatives to influence and obtain buy-ins, and then drive execution as directed by HR Directors.

Organizational Development & Training

• Lead talent management process within 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 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.
• Conduct training for employees and leadership regarding HR issues, new hires and onboarding.

Recruitment and Retention

• Partner with the Talent Acquisition department to identify local recruiting trends and recommend new strategies when needed.
• Partner with Recruiting and local managers regarding staffing on startup projects.
• Make recommendations to identify and retain current talent as well as attract outside talent to the business.
• Review applicant qualifications and assist recruiting in local hiring needs. Recommends internal candidates for further considerations. Works with hiring manager and recruiting to help determine compensation and total package.
• Assist Recruiting at onsite or offsite recruiting events including job fairs and college recruiting.
• Conduct retention initiatives for employees leaving the company to gage areas of success and opportunities for improvement.

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, ability to prepare position statements for EEOC.
• Ensure businesses are administering annual hourly performance reviews.

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 to 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.
• Develop and update job descriptions determining skills and competencies required for specific and newly created jobs.
• Prepare and analyze data relevant to assignments and in the course of fulfilling normal HR related tasks.
• 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 HR field.

Compensation

• Partner with compensation department on wage recommendations and regional studies and FLSA job assessment advice as needed.

Requirements:

• Bachelor Degree required in Human Resources or general business area.
• 10 years’ experience gained through increasingly responsible positions within Human Resources.
• PHR/SPHR desirable.
• Prior experience leading, coaching, and mentoring direct and indirect reports.
• 5 years of experience supporting hourly employee client groups (distribution, transportation or manufacturing).
• Demonstrated passion and experience delivering innovative HR solutions and process improvement.
• Generalist 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.
• Experience with performance metrics, process improvement, and Lean/Six Sigma tools a plus.
• Strong verbal and written communication, presentation and organizational skills.
• Computer applications experience using MS Office and HRIS experience.
• Should be able to work in environments with variable noise levels, lighting conditions and temperature variation.
• Domestic travel within the region up to 50%
• Bilingual in Spanish is a plus /Required in some locations

Physical Demands:

• Should be able to work in environments with variable noise levels, lighting conditions and temperature variation.
• May be required to perform duties beyond standard business hours.
• Required to sit, stand, and walk for prolonged periods of time.
• Frequent use of eye, hand, and finger coordination enabling the use of office equipment.
• Oral and auditory capacity enabling interpersonal communication as well as communication through automated devices such as telephone.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)