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Human Resources Manager more...
Location:Albuquerque, NM
Company:Republic National Distributing Company
First posted:December 29, 2016
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Location: NDC - New Mexico

We are the second largest wholesale distributor of adult beverages (wine & spirits) in America and . . . GROWING! Our growth as a multi-billion dollar industry leader means career growth for you! Be a leader of our culture which is about fun, family, and being the industry's best! RNDC is seeking the best HR Manager with potential to take more responsibility in the future. If you have hands-on HR experience in talent management, employment practices, and business consulting, then we have a great opportunity for you! Located in Albuquerque, New Mexico. No relocation benefits for external candidates.

Summary: This leadership role is considered a Mid-Level HR Professional with five to eight plus years Human Resources experience as a manager or generalist. The primary role of the Manager, Human Resources will be to serve as a HR Business Partner to a field-based business unit and market/state leaders providing leadership, direction, and execution on the RNDC Human Capital Strategic Plan. The full scope of HR disciplines include: Talent Management (all disciplines from Recruitment to Selection to Training and Development and Performance Management); Employment Relations and Legal Compliance: Compensation Administration/Management; Associate Engagement; Corporate Social Responsibility; and Strategic Business Consulting/Coaching and Change Management.

The Manager, HR is responsible for the successful management and performance of their direct report team, as assigned. In addition, this role is a member of the local field based leadership team and expected to play an active role in discussions of any nature in helping drive the human capital strategy for the Company.

 

Essential Duties and Responsibilities

  • Human Resource Technical Expertise and Practice. Demonstrates the ability to apply the principles and practices of human resource management to contribute to the success of NDC working with mid-level managers, senior managers, leaders, and executives.

    1. Ensures the RNDC HR Strategic Plan and its processes/policies/programs are communicated, implemented, and executed for assigned teams. Understands and leads strategic business management practices that ensures the Company's vision is achieved.

    2. Designated as the Subject Matter Expert on the full-scope of HR practices: Workforce Planning and Employment; Compensation; Employee and/or Labor Relations; HR Technology; Talent Management; and Change Management.

    3. Provides HR functional expertise and thought leadership with assigned teams and/or projects that impact the Company on a national-level.

    4. Responsible for the Company's HR-related local vendor relationships and related practices and policies including compliance to federal and local employment laws and RNDC HR Standard of Operations (SOPs).

       

  • Relationship Management: Demonstrates the ability to lead and manage interactions with and between others with the specific goal of providing service and organizational success to assigned teams. Is proactive and responsive to meeting the business needs of the assigned teams to ensure the working relationship is productive and successful.

    1. Key HR Business Partner to managers and executives on the assigned teams. Uses functional expertise to provide credible internal client support in the areas of people management; associate engagement; negotiation and conflict management.

    2. Demonstrates transparent and visible leadership with business partners to ensure strong teamwork for assigned groups.

       

  • Consultation (at the Senior Leader Level): Must understand and demonstrate the art of providing direct guidance and coaching to assigned managers, leaders, and executives seeking advice on a variety of business or people-related situations. Demonstrates a strong ability to provide analytic reasoning and problem-solving ideas on business challenges. Delivers flexible, creative, and innovative solutions beyond the traditional consultant role.

     

  • Organizational Leadership and Navigation: Responsible for leading major key change initiatives and projects at the state/market level as it relates to human capital practices and associate engagement. Must demonstrate the ability and political savvy to direct initiatives and processes within the organization with agility and to gain buy-in from stakeholders. Has unquestionable skills as a consensus-builder to influence necessary change in order to deliver successful business results and goals.

  • Must demonstrate the ability to effectively exchange and create a free flow of information with and among various stakeholders at all levels of the organization to produce impactful outcomes. The scope of expertise includes: Verbal, Written, and Presentation Skills; Persuasion; Diplomacy; Perceptual Objectivity; Active Listening; Effective Timely Feedback; Facilitation Skills; Meeting Effectiveness; Social Technology and Social Media Savvy; and Public Relations. The SHRM Competency Model provides a comprehensive list of behaviors. 

    Cultural Effectiveness: Responsible for directing/managing human resources across the assigned groups. Leads the Company's Diversity and Inclusion Plan and executes related programs to ensure success. Provides perspective on the value of cultural awareness to supported teams especially with leadership. Role models adaptability and tolerance for ambiguity especially during change and with cultural initiatives.

  • Ethical Practice: Role models and leads the integrations of core values; integrity; and accountability throughout the assigned teams and the Company's business and human capital practices. Responsible for ensuring the disciplines under the umbrella of the RNDC Corporate Social Responsibility are upheld, executed, and in compliance with Company policies; federal, state, and trade laws and regulations. Acts as the functional expert for employment relations and legal matters related to employment practices for assigned groups.

     

  • Critical Evaluation: Responsible for interpreting data and other information to determine return on investment (ROI) and organizational impact in making business decisions and/or recommendations.

     

  • Business Acumen: Must demonstrate the ability to understand business functions and metrics within the Company and industry. The scope of expertise includes: Strategic Agility; Business Knowledge; Systems Thinking; Economic Awareness; Effective Administration; Knowledge of Technology, Labor Markets; Knowledge of Business Operations/Logistics; Knowledge of Government and Regulatory Guidelines; HR and Organization Metrics/Analytics/Business Indicators.

    1. Responsible for a monthly RNDC HR Scorecard and other analytic reports.

    2. Subject Matter Expert on analytic capabilities of HR Technology Solutions.

       

  • Other Duties: Other duties and responsibilities may be assigned throughout the course of employment not listed in the essential duties.

 

Qualifications: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

 

Education and/or Experience: Five to eight plus years related HR experience, specifically in management or as a generalist, including partnering with key managers of a division or business unit. The Manager, HR role should include experience in employment law and talent management. Bachelor's degree from four-year College or university preferred. Consideration is given for equivalent combination of experience and education.

 

Computer Skills: To perform this job successfully, an individual should have knowledge and experience with Microsoft Office products. Must have the ability to successfully administer and navigate third-party web-based HR software solutions and platforms like applicant tracking systems; talent management systems; and other HR-related technical solutions

 

Certificates, Licenses, Registrations: Prefer SHRM Certification.

 

National Distributing Company is an Equal Opportunity/Affirmative Action employer. It is our policy not to discriminate against any Employee or Applicant. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex, age, status as a protected veteran, among other things, or status as a qualified individual with disability. This policy of nondiscrimination in employment includes but is not limited to: recruitment, hiring, placement, promotion, transfer, employment advertising or solicitations, compensation, layoff or termination of employment.

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