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Do you want to join a growing, fast-paced people-centric company?
Do you have a passion for creative thinking and problem-solving?
Do you have HR generalist experience leading a team across multiple locations?
Penske Logistics may be the place for you!
POSITION SUMMARY:
Area Human Resource Manager will support a 90% hourly workforce (both union and non-union), this position is a key member of the management team, responsible for supporting our managers and associates. The HR Manager oversees all HR activities for the Area including: talent acquisition and new hire orientation; talent development; performance management; associate and labor relations; benefits communications; compensation; and relocation issues with assistance from other departments at our corporate headquarters. Working closely with the Area operations team, the position will require a proactive approach to ensuring that we have the right associates in the right jobs and who are fully engaged, with a strong bench to ensure sustained business success.
This position will support Penske Logistics Distribution Center Management (DCM) Team and our automotive warehousing in the north central part of the US and a few operations in Ontario, Canada. Ideally qualified candidates for this role would reside in Michigan, Indiana, or Kentucky near our operations, however candidates outside of those geographies may be considered with an understanding of 50-75% travel requirement. This position reports directly to the Director of Field Human Resources with a strong matrix relationship to operational vice-president. This Area Human Resource Manager opportunity requires someone with strong communications/influencing skills who is self-driven, embraces change, and has a comfort level working in a matrixed reporting relationship.
MAJOR RESPONSIBILITIES:
Staffing: Supports centralized recruiting team in resolving issues around requisition accuracy, approval chains, and manager responsiveness. Takes an active role in supporting recruiting activity for jobs like warehouse associates, operations leaders and administrative roles. Provides compensation recommendations to management and / or recruiter. Actively participates in interview process, especially for supervisor and above roles, and reviews all candidates' applications prior to hire. Analyzes recruiting and turnover trends (good hires vs bad hires) and follows up on Area basis.
Associate Development: Maintains oversight of high performers and ensures that development plans for those associates are in place. Actively works with Workforce Planning tools, and other talent management tools to "build the bench" for the Area. Educates managers regarding training availability. Conducts classroom / webinar training as necessary.
Performance Management: Actively engages management team in performance management process from a training and coaching standpoint, and works with operations leaders to develop performance improvement plans and ensures follow-up.
Training and Development: Provides associate and manager training as needed, including performance management, selection skills, safety, workplace violence, harassment in the workplace, equal opportunity, wage and hour laws, diversity, leadership, and other Area-focus topics.
Labor Relations: Conducts regular union risk assessments at locations and union avoidance training beginning with high-risk non-union locations. Acts as first responder at first signs of unionization efforts in non-union locations. Establishes relationship with local shop stewards and union business agents. Co-owns 1st and 2nd step grievance resolution with local management, and assists with arbitration preparation. Participates in contract negotiations as appropriate.
Associate Relations: Advises associate and management on the interpretation of personnel policies, programs, and procedures. Conducts location HR audits and ensures HR compliance. Investigates associate complaints and works with manager/Legal to respond and resolve, elevating serious or complex issues to HR Business Partner and/or Corporate Security. Ensures that all associates are aware of the various methods to bring issues forward.
Wage and Hour: Regularly analyzes area associate data, and scans for correct information, compensation parity (Equal Pay Act), FLSA compliance and consistent practices according to Penske policy. Explains PTO policy to managers and associates. Facilitates resolution of payroll issues in a timely manner, taking steps to avoid similar issues in the future.
Compensation and Benefits: Responsible for communicating benefits to all managers and associates on a regular basis, and for encouraging participation in Company's 401k plans. Also responsible for gathering and maintaining market data on pay and benefits, and feeding such information to the Corporate Comp and Pricing teams.
Diversity: Ensures that Area and Local management teams foster an inclusive work environment. Work with the Diversity and Inclusion team on Area and Company-wide initiatives. Ensure managers understand equal opportunity in the workplace. Act as a conduit with field management and the legal department in providing required information around EEO claims, such as signed statements, identification of witnesses, and other needed documentation.
Analytics: Provides Area staff with relevant and meaningful HR metrics and analytics as required, using tools such as Citrix, Oracle, Salary Admin, Taleo, Fleet Manager and other tools. Analyzes turnover, retention, LOA, workers comp, and exit interview data to determine human capital actions for the Area.
Due Diligence: Conducts HR due diligence for new business acquisitions and facilitates new business start-up activities, to include issues relating to benefits, compensation, policies, procedures, and related activities.
Associate Engagement: Engages with all associates (hourly and salaried) and leads teams related to improve associate engagement.
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