Human Resources Manager

Waste Management, Inc. (WM)•Burbank, CA

2h•$111,205 - $135,000•Hybrid

About The Position

The Human Resources Manager is a strategic people partner and trusted advisor to operational leaders, combining hands-on HR execution with initiatives that strengthen employee engagement, leadership effectiveness, teamwork, and workforce performance. The role supports a large, complex organization and requires business partnership, people leadership, coaching, and labor/union relations experience. It is a hybrid position supporting the broader market area, with regular onsite presence and travel to the market area office in Burbank. The manager partners with district and functional leadership, HR Centers of Expertise, local teams, and the HR Director to deliver measurable people solutions tied to business objectives. The role leads HR team members, supports talent and organizational development, advises on employment matters and legal compliance, and oversees recruitment outreach, orientation, employee separations, training, and workforce reporting.

Requirements

Accredited bachelor’s degree in Industrial/Labor Relations, Human Resources Management, Psychology, or a related field; alternatively, an accredited high school diploma or GED and four years of experience.
Five years of experience managing human resource systems, processes, programs, initiatives, and professionals, in addition to the education requirement.
Demonstrated labor or union relations experience.
Experience building strong partnerships and collaborating effectively across teams.
People leadership and coaching experience.

Nice To Haves

Professional in Human Resources Senior (SPHR) certification.

Responsibilities

Identify and implement HR solutions that support business objectives by diagnosing organizational issues, developing solutions, and carrying out action plans.
Plan, manage, and coordinate HR functions and the resources needed to complete related activities.
Manage talent through succession planning, learning and development, and employee development programs.
Execute strategies to improve organizational health and culture, and lead or participate in diversity and inclusion initiatives.
Coach and advise managers across multiple functions and departments on people matters.
Deliver measurable, value-added HR solutions tied to operating-unit and functional business objectives.
Serve on district operating-unit or functional leadership teams and provide people solutions that improve business impact.
Recommend HR solutions and organizational changes based on analysis of operational opportunities.
Partner with Centers of Expertise to execute HR strategies, initiatives, and programs.
Lead or participate in HR projects and initiatives.
Hire, lead, develop, and coach members of the HR organization.
Prepare clear, impactful written and oral presentations and provide regular written reports to leadership as needed.
Advise management on employment-related legal issues and ensure local compliance with applicable employment laws.
Execute organizational change initiatives that support the company’s strategic business framework.
Identify and apply new ideas to adapt to changing work demands.
Partner with the HR Director to identify and prioritize process improvements and new initiatives.
Provide technical advice, knowledge, coaching, and guidance to others in human resources.
Partner with local teams to maintain recruitment outreach.
Oversee or monitor new-employee orientation to foster engagement.
Oversee employee separation notices and documentation, and coordinate or conduct exit interviews.
Prepare reports and recommend procedures to reduce absenteeism and turnover.
Oversee training on company policies, programs, and other issues as they arise.
Counsel managers on employee and labor relations matters and partner with Centers of Expertise as appropriate.
Participate in the budget process and analyze data, including year-to-date, year-over-year, budget, and prior-year comparisons.