Human Resources Director

Circle K•Tempe, AZ

9d•Onsite

About The Position

Responsible for oversight and supporting employees within the Great Lakes Business Unit. Manages Employee Relations Team responsible for supporting multiple Business Units in receiving, investigating, and resolving employee concerns. Provides support to Global HR Director related to companywide initiatives and HR policies and procedures. Ensures that HR is accessible to all employees by supporting an “open door” policy to handle any concerns and/or issues voiced by employees, followed by detailed investigations, offering possible solutions and actions to reach closure. Ensures integrity and confidentiality of all parties throughout the process. Maintains business relationships by developing an understanding of the strategies, business operations; attending client meetings; assisting in preparation of presentations; answering questions; explaining policies and procedures and providing viable alternatives. Identifies training and development needs by analyzing operational results, job requirements, operational problems, plans, forecasts and current training programs. Achieves training and development needs by researching, consulting with subject matter, training and design implementation experts as necessary. Provides for effective use of human capital by ensuring integration of succession planning, performance management, career development, recruiting, job study analysis and workforce diversity that assist the organization in achieving its business strategies. Responds to all legal charges such as Wage & Hour complaints and EEOC claims in conjunction with company legal counsel; responsibilities include ensuring timely EEOC responses and resolving EEOC complaints through mediation. Complies with federal, state and local legal requirements by studying and reviewing new and existing laws; auditing and enforcing adherence to requirements; rendering opinions; advising management on needed actions. Achieves financial objectives by preparing an annual budget; scheduling expenditures; analyzing variances; initiating corrective actions. Allocates program costs by preparing operational and risk reports for analyses. Increases employee’s effectiveness by recruiting, selecting, orienting and training; communicates job expectations, values, strategies and objectives; coaches, counsels and disciplines employees; plan, monitor and appraise job results; foster a climate conducive for offering information and opinions; provides educational opportunities. Contributes to team effort by accomplishing Financial and Key Result Areas pursuant to Company plan guidelines.

Requirements

Bachelor’s degree in Human Resources or related field preferred. Other combinations of job related experience and education that meet the requirements may be substituted.
Five years of experience or more preferred working in a human resources department.
Minimum of three years of management responsibility in Human Resources.
Expertise with MS Outlook, Excel, PowerPoint and Word preferred.

Responsibilities

Oversight and support of employees within the Great Lakes Business Unit.
Management of the Employee Relations Team, responsible for supporting multiple Business Units in receiving, investigating, and resolving employee concerns.
Support to the Global HR Director related to companywide initiatives and HR policies and procedures.
Ensuring HR accessibility to all employees through an “open door” policy, handling concerns, conducting investigations, and offering solutions.
Maintaining integrity and confidentiality of all parties throughout processes.
Developing and maintaining business relationships by understanding strategies and operations, attending client meetings, assisting with presentations, answering questions, and explaining policies.
Identifying training and development needs by analyzing operational results, job requirements, and current programs.
Achieving training and development needs by researching and consulting with experts.
Ensuring effective use of human capital through integration of succession planning, performance management, career development, recruiting, job study analysis, and workforce diversity.
Responding to legal charges such as Wage & Hour complaints and EEOC claims in conjunction with company legal counsel, ensuring timely responses and resolving complaints through mediation.
Complying with federal, state, and local legal requirements by studying laws, auditing adherence, rendering opinions, and advising management.
Achieving financial objectives by preparing annual budgets, scheduling expenditures, analyzing variances, and initiating corrective actions.
Allocating program costs by preparing operational and risk reports.
Increasing employee effectiveness through recruiting, selecting, orienting, training, communicating expectations, coaching, counseling, disciplining, appraising job results, fostering a positive climate, and providing educational opportunities.
Contributing to team effort by accomplishing Financial and Key Result Areas pursuant to Company plan guidelines.