Human Resources Manager

gategroup•Seattle, WA

12d•Hybrid

About The Position

Acts as human resources business partner to Sr HR Manager /General Manager(s) of single unit or multiple units in a geographic area. Partners with Sr HR Manager/ General Manager of operating unit to understand business objectives and identify corresponding human resource needs; implements human resources strategy to support business objectives. Supports workers’ compensation programs, ensuring compliance and employee claims. Partners with Operations and other key functions to develop programs that support employee retention. Helps drive division-wide human resources strategy, programs and processes into units. Partners with operations and training functions to identify training needs and provide input on training approaches and content. Partners with operations and recruiting functions to identify and understand workforce needs; may be required to actively participate in recruiting union hourly employees and support recruitment for exempt and non-exempt positions. Serves as the primary employee and labor relations manager to mediate and resolve employee disputes and union grievances for kitchen. Provides counseling/training for unit management in the areas of labor/employee relations, EEO, affirmative action and discrimination. Provides policy interpretation and ensures accurate and consistent application of all company policies and procedures, and related local, state and federal laws, and applicable collective bargaining agreement(s). Receives and responds to employment-related claims from various government or public agencies; recommends settlement or defense based on actual investigation of facts. Accomplishes human resources and organization mission by completing related results as needed.

Requirements

Bachelor degree from a four year college or university is required
5 years of experience in progressively responsible human resource roles, with at least 2 years of experience in Labor Relations and Employee Relations.
At least 2 years of experience managing HR staff
Experience recruiting in transportation, hospitality, manufacturing or food service environment highly desirable.
Multi-lingual skills highly desirable
Demonstrated knowledge of state and federal employment law
Business acumen
Effective relationship building
Business partnering
Cross-functional collaboration
Talent acquisition
Business partnering
Negotiation
Establishing metrics for human resources performance
Analysis
Time management
Prioritizing multiple projects/tasks
Strong interpersonal skills
Highly organized, action oriented and collaborative
Proficiency in all areas of EEO/Tile VII compliance including expertise in investigating and formally responding to Title VII charges
Strong computer and database application skills (Excel, PowerPoint, etc.)
Excellent oral and written communication skills; must also be good listener

Nice To Haves

PHR/SPHR/SHRM is preferred

Responsibilities

Partners with Sr HR Manager/ General Manager of operating unit to understand business objectives and identify corresponding human resource needs; implements human resources strategy to support business objectives
Support workers’ compensation programs, ensuring compliance and employee claims.
Partners with Operations and other key functions to develop programs that support employee retention.
Helps drive division-wide human resources strategy, programs and processes into units
Partners with operations and training functions to identify training needs and provide input on training approaches and content.
Partners with operations and recruiting functions to identify and understand workforce needs; may be required to actively participate in recruiting union hourly employees and support recruitment for exempt and non-exempt positions.
Serves as the primary employee and labor relations manager to mediate and resolve employee disputes and union grievances for kitchen.
Provides counseling/training for unit management in the areas of labor/employee relations, EEO, affirmative action and discrimination.
Provides policy interpretation and ensures accurate and consistent application of all company policies and procedures, and related local, state and federal laws, and applicable collective bargaining agreement(s).
Receives and responds to employment-related claims from various government or public agencies; recommends settlement or defense based on actual investigation of facts.
Accomplishes human resources and organization mission by completing related results as needed.