Regional HR Manager

Arcosa Careers•Memphis, TN

4d•Onsite

About The Position

Meyer Utility Structures LLC, an Arcosa Subsidiary, is searching for a talented team player to fill the position of Regional HR Manager over US Manufacturing, based out of our Memphis, TN office. Reporting directly to the Sr. Director, Human Resources for the Engineered Structures Segment with matrix reporting into the Director, Operations, this position will maintain a sustainable and flexible Human Resources strategy that is aligned with the needs of the business while focusing on the development of talent, organizational effectiveness, and communications. The position will have responsibility and oversight of 5 Manufacturing Facilities in the US and will function as a business partner to the Meyer Utility Structures Senior Operations Team. Meyer Utility Structures is an industry leader in the engineering design and fabrication of concrete, lattice, and tubular steel structures for transmission, distribution, and substation applications. With over sixty years of innovative engineering and manufacturing expertise, Meyer has helped to author and validate many of today’s transmission industry standards and specifications. What You’ll Do: Effectively and diplomatically translate Meyer Utility Structures business strategy and objectives into goals, plans and tactics that are aligned with business imperatives, while ensuring compatibility with enterprise values, ethics and policies Identify and integrate Human Resources team members to oversee and implement premier business practices Effectively handle employee relations issues at a plant level while overseeing HR policy, practices and procedures to maintain a healthy infrastructure Counsel or coach Operations Business Leaders regarding employee relations issues including performance management, facilitation of formal/informal complaints to resolution, discipline, and/or terminations in line with local culture and the business and legal environment Work with Operations Business Leaders to develop union avoidance campaigns and programs Maintain risk analysis to backstop supplier labor stoppages, contract disputes and other acts that could interrupt the flow of production Work with all applicable business line executives to design, develop and implement leadership and/or departmental training programs Work with Operations Leaders to increase employee confidence and morale by offering improved onboarding, in addition to continuous improvement training and development opportunities Work closely with the Operations Leadership teams to understand personnel needs from a short, medium and long-term perspective Improve reporting structure fluidity and line of communications to maintain an environment of “informed employees” Attract, place, retain and motivate top industry talent through development of premier compensation programs, improved onboarding, employee training/coaching and succession planning Oversee and improve the performance management process: job specs/requirements, review process, staff ranking, individual development plans, compensation, promotions and recognition

Requirements

Bachelor's degree in Human Resources required
A minimum of 5 - 7 years leadership experience in Human Resources
Experience functioning as a key member of a senior management team, contributing to the strategy and direction of the business unit
Experience supporting Human Resource operations with non-exempt employees in a non-union environment
Experience in the industrial manufacturing sector in a multi-site capacity
Demonstrated track record of being a decisive leader with the objective of maintaining alignment with the operating division
Ability to assess risk and develop Human Resource plans and programs to mitigate liability and ensure operational success
Successful track record building proactive programs for union avoidance, retention and salary and incentive planning
Demonstrated ability to bring process, structure and clarity without instituting bureaucracy or slowing the organization’s momentum or adversely affecting an entrepreneurial culture
Ability to exercise sound judgement
Experience driving improvements and growth in a demanding, high volume business environment
Ability to travel (50% - 75%)

Nice To Haves

SPHR & GPHR designations highly desired

Responsibilities

Effectively and diplomatically translate Meyer Utility Structures business strategy and objectives into goals, plans and tactics that are aligned with business imperatives, while ensuring compatibility with enterprise values, ethics and policies
Identify and integrate Human Resources team members to oversee and implement premier business practices
Effectively handle employee relations issues at a plant level while overseeing HR policy, practices and procedures to maintain a healthy infrastructure
Counsel or coach Operations Business Leaders regarding employee relations issues including performance management, facilitation of formal/informal complaints to resolution, discipline, and/or terminations in line with local culture and the business and legal environment
Work with Operations Business Leaders to develop union avoidance campaigns and programs
Maintain risk analysis to backstop supplier labor stoppages, contract disputes and other acts that could interrupt the flow of production
Work with all applicable business line executives to design, develop and implement leadership and/or departmental training programs
Work with Operations Leaders to increase employee confidence and morale by offering improved onboarding, in addition to continuous improvement training and development opportunities
Work closely with the Operations Leadership teams to understand personnel needs from a short, medium and long-term perspective
Improve reporting structure fluidity and line of communications to maintain an environment of “informed employees”
Attract, place, retain and motivate top industry talent through development of premier compensation programs, improved onboarding, employee training/coaching and succession planning
Oversee and improve the performance management process: job specs/requirements, review process, staff ranking, individual development plans, compensation, promotions and recognition