Manager - Field Human Resources

Penske • Greensboro, NC

2h • Hybrid

About The Position

The Field Human Resources Manager is a crucial part of the Operations and HR team, responsible for leading HR initiatives, protocols, and policies within a designated operational territory. This role focuses on Talent Development and Onboarding, Retention, Leadership Skill Building, Workforce Planning, Compliance, and Associate Relations. A key objective is to positively influence the talent management system across all locations in the territory. Working closely with the Sr. HR Director, this position requires a proactive approach to ensure HR practice compliance by maintaining consistency in the execution of enterprise-wide programs and coaching managers on accurate and fair policy implementation. The role demands strong communication and influencing skills, self-drive, adaptability to change, and comfort with a matrixed reporting structure, reporting to the Sr. HR Director while maintaining a strong relationship with Operations. The position requires up to 50% travel by car and air, including overnight stays, and supports approximately 600 associates (exempt and non-exempt) across Eastern US locations. A regular weekly onsite HR presence at all local operations is expected to support associates and address their needs. The position will be based in Greensboro, NC.

Requirements

• Strong communications/influencing skills
• Self-driven
• Embraces change
• Comfortable working in a matrixed reporting relationship
• Ability to travel by car and air for up to 50% with overnight travel required
• Maintain regular weekly onsite HR presence at all local operations

Nice To Haves

• Experience in Talent Development and Onboarding
• Experience in Retention strategies
• Experience in Leadership Skill Building
• Experience in Workforce Planning
• Experience in Compliance
• Experience in Associate Relations
• Experience in a matrixed reporting relationship

Responsibilities

• Lead local associate experience and retention efforts through the implementation of enterprise programs including new associate orientation and onboarding, global associate engagement surveys, local appreciation, and recognition events.
• Identify and design solutions to address local retention challenges.
• Support D&I efforts and encourage managers to foster an inclusive work environment.
• Support the recruiting team in resolving issues around requisition accuracy, approval chains, and manager responsiveness.
• Take an active role in supporting recruiting activity and partner with the recruiting team to advise them on opportunities to access local diverse recruiting sources.
• Propose appropriate staffing levels based on analysis of growth trends.
• Collaborate on leadership recruiting needs and participate in the selection process for critical roles to identify the best-qualified candidates.
• Partner with Sr. HR Director in start-up activities for new business and assist in the transition through orientation and onboarding activities.
• Maintain oversight of associate performance and ensure that development plans for those associates are in place.
• Support new leaders through critical HR processes needed to effectively manage and lead people.
• Oversee the process for annual talent review and succession plan process and leverage Leadership Development tools to ensure that associates receive the appropriate functional training.
• Communicate and reinforce with management training and development as needed, including performance management, selection skills, safety, workplace violence, harassment in the workplace, equal opportunity, wage and hour laws, diversity & inclusion, leadership, and other focus topics.
• Partner with Sr. HR Director, HR Director (as needed), Legal (as needed), and Labor Representative (as needed) in conducting regular location assessments and coach management on the proper interpretation and execution of policies, programs, procedures, and collective bargaining agreements.
• Investigate associate complaints and work with managers/legal/labor relations/security, as appropriate, to respond and resolve.
• Actively engage the management team in the performance management process utilizing training tools, coaching, and corrective counseling procedures.
• Provide operations leaders with relevant and meaningful HR metrics and analytics to help guide business decisions at the local level, including regular review and analysis of turnover, retention, LOA, and exit interview data.
• Regularly analyze associate data, scan for correct information, compensation parity (Equal Pay Act), FLSA compliance, and consistent practices according to Penske policy.
• Facilitate the resolution of payroll issues in a timely manner, taking steps to avoid similar issues in the future.

Benefits

• Competitive salary and benefits package
• Opportunities for professional development and career growth
• A supportive and inclusive work environment
• The chance to make a significant impact on the future of our company by attracting top talent

What This Job Offers

• Job Type: Full-time
• Career Level: Manager
• Education Level: No Education Listed