JOB OVERVIEW:

Perform functions that include supporting 1 Market President and 1 or more Operational VPs and their teams with at least one HR Business Partner and one Talent Acquisition Partner direct reports to implement and manage the Human Resources policies, practices, strategies and services for assigned area of responsibilities in Georgia and Tennessee. Administer counseling and influence management/leadership regarding policies, practices, laws and regulations and monitor application to ensure positive and equitable employee relations, hiring top talent and making decisions based on conclusions where there is little precedent.

SKILLS & QUALIFICATIONS:

• Bachelor’s Degree in Human Resources or related field from an accredited college or university, and minimum 4 years of HR experience; or equivalent combination of education and experience. PHR/SPHR certification preferred.
• Specialized knowledge of the interpretation of laws, regulations and standards, and enforcement agencies for equal employment opportunities, safety, wage and hour, unemployment, worker’s compensation and labor law. Experience working with Florida Law.
• Managerial skills in budgeting, wage and salary administration and employee relations.
• Ability to apply a comprehensive knowledge of particular field of specialization to the completion of difficult assignments.
• Excellent customer service skills
• Strong verbal and written communication skills. Ability to communicate and provide guidance to all employee levels.
• Must have a strong work ethic and be detail-oriented with excellent organizational and multitasking skills.
• Must have strong proficiency in Windows and Microsoft Office, including but not limited to Word, Excel, Power Point and Outlook. Proficiency researching the Internet. Previous experience with HRIS systems preferred.Ability to work with sensitive or confidential information.
• Demonstrated experience managing large, complex accounts or projects. Ability to meet deadlines and work well under pressure.
• Ability to work well in a team environment as well as independently. Must be self-driven with the ability to identify, plan and prioritize business opportunities.

DISCLAIMER:

The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job. This is not an all-inclusive job description; therefore, management has the right to assign or reassign schedules, duties and responsibilities to this job at any time.

LI-TL1

• Implement and manage the Human Resources/TA programs programs and strategies for assigned Operations teams. Lead the introduction and integration of new corporate programs and initiatives.
• Manage the daily functions of direct reports (a) within a Business Unit while maintaining standards of excellence for processes, methods and personnel. Work with HR Director to develop goals and communicate established goals with department. Ensure the goals and needs of the department, company and its customers are consistently met.
• Manage the process improvement and quality control of HR and TA functions to maximize productivity, minimize duplicate work, and ensure quality service is delivered.
• Ensure deadlines are met in a timely manner and prioritize and delegate workload as necessary. Align resources to work assignments and processes to meet business requirements. Provide leadership and direction and assist in the investigation and resolution of internal and external problems and concerns.
• Plan and implement employee communication, recognition and motivational programs that enhance the working environment and aid in attracting and retaining superior talent in alignment with HR SVP.
• Implement and manage the employee relations functions for assigned properties, ensuring that policies and procedures comply with all government regulations and changes. Lead the investigation of complaints, grievances and concerns. Recommend performance improvement plans, promotions, and/or terminations as needed based on results of investigations and interviews. Serve as a resource for management and provide guidance on motivating, counseling, and developing direct and indirect reports, as well as employee performance improvements.
• Partner in recruiting strategies to identify top applicants for open positions. Network and communicate with internal hiring managers and outside vendors including employment agencies, consultants, and candidates. Negotiate contracts with vendors for rates and services.
• Represent the Company’s programs, policies, and procedures in matters involving EEOC, AAP, and OFCCP.
• Monitor performance management procedures to assure fair and equitable treatment for all employees.
• Coordinate training and development programs to meet the needs and objectives of individuals and departments.