Director of Human Resources

Bob Moore Auto Group, LLC

12d•Onsite

About The Position

This position provides overall strategic HR leadership to the organization including all dealerships and other affiliated entities. Oversee the development and implementation of human resources policies, programs, and services, including recruitment, selection, retention, legal compliance, employee benefits, employee relations, employment practices and procedures, employee communications, and employee events. Foster a work environment that is consistent with the core values and mission of this organization.

Requirements

A bachelor’s degree and at least eight years of Human Resources Generalist experience or an equivalent combination of education and experience.
At least five years of Human Resources Management; emphasis on benefits design and administration required.
SPHR designation required.
Valid driver’s license without restrictions that affects your ability to operate company owned vehicle(s) and ability to maintain a clean driving record.
Excellent verbal and written communication skills.
Proven ability to provide exceptional customer experience.
Ability to set and achieve targeted goals.
Excellent interpersonal skills; able to work effectively with a wide range of individuals.
Strong organization and time management skills.
Working knowledge of multiple Human Resources disciplines – compensation practices, benefits, recruiting, employee relations, performance management, and training and organization development.
Ability to train processes and grow talent.
Consistently demonstrates the behaviors of servant leadership while prioritizing team member needs, acting as a trusted advisor, and fostering a culture of respect and empowerment.

Responsibilities

Participate in the development of the organization’s overall strategic and tactical plans and programs, with emphasis on the intended and unintended impact on the Company’s human capital.
Translate the strategic and tactical business plans into HR strategic and operational plans.
Evaluate and advise on the long-range impact new programs, acquisitions, mergers, and new regulatory actions could have on the attraction, motivation, development, and retention of the human capital of the organization.
Develop staffing strategies and implement plans and programs to identify talent within the organization. Identify effective external sources for candidates for all levels within the organization.
Develop a compensation and benefits program to provide motivation, incentives, and rewards for effective performance.
Develop human resource planning models to identify competency and talent gaps and develop specific programs for the filling of the gaps in the areas of activity will include proper succession planning for key positions within the organization, training, and development programs to prepare employees for more significant responsibilities and general development programs to enhance current knowledge base.
Responsible for establishing and maintaining creditability of the HR department as an advocate for the employees throughout the organization to be an effective listener and problem solver of people issues.
Serve as an internal consultant to dealership management team, supervisors, and employees on personnel issues that affect performance and business relationships.
Plan and prepare budgets, manage expenditures, and report on budget variances.
Responsible for the selection of consultants, insurance brokers, insurance carriers, pension administrators, training specialists, and other outside sources.
Oversee an effective training program that encompasses job specific training as well as employee developmental training.
Develop a highly effective orientation program that emphasizes the critical importance and value of welcoming and integrating new employees into the organization’s culture.
Oversee investigations and mediation of employment concerns and issues.
Responsible for overseeing the Company’s benefit package; working to control costs and provide benefits at an appropriate level and may serve as a plan administrator and fiduciary for certain benefit programs.
Enhance and/or develop, implement, and ensure adherence to human resources policies and procedures that will improve the overall operation and effectiveness of the organization. Review the Management and HRIS database reports generated from this data.
Uses personal device to provide an additional layer of security for company network and site access through multi-factor authentication.
Provide necessary reports for critical analysis of the HR function and the human capital of the organization.
Select, develop, evaluate, and lead a team of human resource professionals with a goal of earning a high level of credibility as an effective and responsive team.
Represent the company at local business meetings and seminars.