Overview:
Salary: $82,936 - $135,577 + eligibe for bonus program
Provide Human Resource Management consultation, coaching and guidance to assigned regional organizations (multiple locations nationwide), offering business partnership and main point of contact for all HR matters and services, including talent acquisition, communication, employee relations, performance management, talent development, compensation and benefits. Contribute to defining and implementing an HR strategy which aligns with, and integrates, the organization’s business strategy and enhances the organization’s performance as well as the colleagues’ workplace experiences.

Responsibilities:

• Operate in autonomous environment while collaborating with Human Resource colleagues to ensure single voice of HR is presented to Business Units.
• Oversee multiple locations, 10-20 locations within specified region(s) and support team nationwide.
• HR Business partner for 1 or more GMs, 1 or more Directors and Sr. Directors. Support CLG headquarter business support departments.
• Oversee growing population of 300+ employees within region
• Manage a staff of 1+ local/regional HR designated staff.
• Partner with Agency Labor Management dept. to manage agency partners during the year. Approx. 500+ agency employees.
• 40-50% Travel – Must ensure to visit each location a minimum of once a year and larger locations on bi-month/quarterly basis.
• Schedule reoccurring and period meetings with internal customers and site visits.
• In charge of 1 or 2 specific CLG nationwide function/project such as Worker’s Comp, CLG Annual Pay Equity process, oversee CLG committees or other function.
• Present weekly HR trainings nationwide. Create new training and/or update current presentations as needed.
• Understand business dynamics of organization and drive Human Resources practices and processes that translate business strategies and issues into appropriate HR actions to act as a change driver.
• Create and maintain quality working relationships with employees at all levels, both in person and remotely. Build and maintain long-term trusted relationships with executives and their teams.
• Understand and provide guidance on wage analyst.
• Provide HR consultation to enable organization effectiveness to consistently achieve business results.
• Partner with Operations leaders in developing organizational plans by analyzing and reporting organizational issues and trends and working with the leaders to ensure organization effectiveness and proper implementation of change strategies.
• Drive various HR initiatives and processes within assigned region(s).
• Provide input on development, execution and improvements for HR program design, while ensuring alignment with company culture and business direction.
• Ensure compliance with all Federal, State and Local legal requirements and YLA Values, Policies, Procedures and Practices, including J-SOX compliance.
• Ensure managers and staff appropriately leverage HR technologies (e.g., UltiPro and its modules) to drive fact based decision making for their respective groups.
• Manage special projects and ongoing initiatives as assigned.
• Facilitate alignment and improvement of HR policies, processes and programs across assigned regions with the following:
• Talent Acquisition: In collaboration with YLA Recruiter, accountable for all recruiting efforts in assigned geographic region. Partner with hiring managers and Recruiter to develop slate of qualified candidates and influence effective hiring practices with appropriate levels of governance. Coordinate with HR Generalist to complete new hire onboarding process.
• Champion enhancements of Diversity, Equity and Inclusion efforts.
• Communication: Promote open and frequent communication in all directions with target audiences.
• In charge of all timely HR Administration processes.
• Organization Talent Development: Actively manage retention of top tier performers/high potential talent. Partner with HR colleagues to identify Training & Development needs and support, design and delivery as required.
• In charge to lead and manage investigations: analyze situations, follow proper company investigation process; and provide effective, and timely resolution/recommendation. Responsible and accountable for all logging, tracking, monitoring of implementation of corrective actions for employee relations issues.
• Create a positive employee relations environment.
• Benefits: Partner with HR colleagues and Business Units for Open Enrollment process and design/development/implementation of policies and processes.
• Advocate for all Company benefits. Ensure continuous communication to properly advertise company benefits, activities and initiative.
• Support company commitment to continuous improvement – Kaizen.
• Performs other position related duties as specified by management
• Coach and drive company branding within the organization as a trusted local HR advisor to leaders to optimize the management of their respective teams.
• Strong capabilities with gathering and analyzing information skillfully while exhibiting sound and accurate judgment.

Qualifications:

• Bachelor’s degree is preferred. With major on HR is a plus.

• Certification in Human Resources such as SPHR/PHR/CP/SCP is preferred.

• 
  7 plus years of experience in Human Resources Management position.
• 
  Leadership experience is a plus
• 
  Must have strong computer skills Microsoft Office, Strong Excel skills, HRIS systems and other HR software experience.
• 
  Knowledgeable in multi-state laws and requirement.
• 
  Must possess a strong sense of urgency and attention to detail.
• 
  Must possess strong time management and organizational skills.
• 
  Strong communication skills, verbal and written.
• 
  Strong recruitment/interview skill experience
• 
  Strive in fast-paced environment
• 
  Strong critical thinking and problem-solving skills required.
• 
  Requires a high degree of confidentiality and professionalism.
• 
  Solid working knowledge of major HR disciplines (total rewards, learning and development, talent acquisition, human resources systems, employee and labor relations).
• 
  Capacity to work with limited supervision and support, in a rapidly changing and fast paced environment.
• 
  40% travel domestically. Number of visits per location depends on size of location (headcount) and current HR processes or personnel matters. In general visit assigned locations outside of home state/city a minimum of 1x per year. Home location will comply with departments hybrid policy, nearby locations (driving distance) will requirement to be visited more often. Larger locations outside of home state may require monthly or quarterly visits. Flight travel, customary travel approximate 1x wk per month.
  The above statements are intended to describe the general nature of work being performed. They are not to be construed as an exhaustive list of all responsibilities, duties and skills required.

• Operate in autonomous environment while collaborating with Human Resource colleagues to ensure single voice of HR is presented to Business Units.
• Oversee multiple locations, 10-20 locations within specified region(s) and support team nationwide.
• HR Business partner for 1 or more GMs, 1 or more Directors and Sr. Directors. Support CLG headquarter business support departments.
• Oversee growing population of 300+ employees within region
• Manage a staff of 1+ local/regional HR designated staff.
• Partner with Agency Labor Management dept. to manage agency partners during the year. Approx. 500+ agency employees.
• 40-50% Travel – Must ensure to visit each location a minimum of once a year and larger locations on bi-month/quarterly basis.
• Schedule reoccurring and period meetings with internal customers and site visits.
• In charge of 1 or 2 specific CLG nationwide function/project such as Worker’s Comp, CLG Annual Pay Equity process, oversee CLG committees or other function.
• Present weekly HR trainings nationwide. Create new training and/or update current presentations as needed.
• Understand business dynamics of organization and drive Human Resources practices and processes that translate business strategies and issues into appropriate HR actions to act as a change driver.
• Create and maintain quality working relationships with employees at all levels, both in person and remotely. Build and maintain long-term trusted relationships with executives and their teams.
• Understand and provide guidance on wage analyst.
• Provide HR consultation to enable organization effectiveness to consistently achieve business results.
• Partner with Operations leaders in developing organizational plans by analyzing and reporting organizational issues and trends and working with the leaders to ensure organization effectiveness and proper implementation of change strategies.
• Drive various HR initiatives and processes within assigned region(s).
• Provide input on development, execution and improvements for HR program design, while ensuring alignment with company culture and business direction.
• Ensure compliance with all Federal, State and Local legal requirements and YLA Values, Policies, Procedures and Practices, including J-SOX compliance.
• Ensure managers and staff appropriately leverage HR technologies (e.g., UltiPro and its modules) to drive fact based decision making for their respective groups.
• Manage special projects and ongoing initiatives as assigned.
• Facilitate alignment and improvement of HR policies, processes and programs across assigned regions with the following:
• Talent Acquisition: In collaboration with YLA Recruiter, accountable for all recruiting efforts in assigned geographic region. Partner with hiring managers and Recruiter to develop slate of qualified candidates and influence effective hiring practices with appropriate levels of governance. Coordinate with HR Generalist to complete new hire onboarding process.
• Champion enhancements of Diversity, Equity and Inclusion efforts.
• Communication: Promote open and frequent communication in all directions with target audiences.
• In charge of all timely HR Administration processes.
• Organization Talent Development: Actively manage retention of top tier performers/high potential talent. Partner with HR colleagues to identify Training & Development needs and support, design and delivery as required.
• In charge to lead and manage investigations: analyze situations, follow proper company investigation process; and provide effective, and timely resolution/recommendation. Responsible and accountable for all logging, tracking, monitoring of implementation of corrective actions for employee relations issues.
• Create a positive employee relations environment.
• Benefits: Partner with HR colleagues and Business Units for Open Enrollment process and design/development/implementation of policies and processes.
• Advocate for all Company benefits. Ensure continuous communication to properly advertise company benefits, activities and initiative.
• Support company commitment to continuous improvement – Kaizen.
• Performs other position related duties as specified by management
• Coach and drive company branding within the organization as a trusted local HR advisor to leaders to optimize the management of their respective teams.
• Strong capabilities with gathering and analyzing information skillfully while exhibiting sound and accurate judgment