Regional HR Manager- Lead

The Regional HR Manager Lead serves as a strategic point of contact for all site HR teams within GSC Region(s). This role is responsible for assisting in driving HR excellence at sites through all HR functional matters including attraction, development, engagement, compliance, employee relations, and talent management initiatives and processes. The Regional HR Manager Lead serves as the primary contact for site HR, ensures consistent HR practices, and contributes to the overall employee experience, organizational capabilities, and effectiveness. The Regional HR Manager Lead may support multiple GSC Regions as needed and at the direction of their manager.

Travel Requirement: 50%+

This is a fully remote position.

The ideal candidate will be based in: Cleveland, OH; Philadelphia, PA; Dallas, TX; Chicago, IL; Charlotte, NC; or Orlando, FL, and must reside within a commutable distance to a major airport, as the role requires 50% or more travel.

This position is also eligible for bonus based on performance and subject to the terms of the Company's applicable plans.

This position is eligible for health benefits, such as medical, dental and vision coverage, Flexible Spending Accounts (FSAs), disability coverage, security, retirement and saving benefits. Additional benefits include a generous time away from work package, including personal leave, paid parental leave, medical leave, vacation, and holidays.

Job duties include contact with other employees and access confidential and proprietary information and/or other items of value, and such access may be supervised or unsupervised. The Company therefore has determined that a review of criminal history is necessary to protect the business and its operations and reputation and is necessary to protect the safety of the Company's staff, employees, and business relationships.

TRAINING AND ONBOARDING

• Support enterprise-wide learning and development initiatives and work with HR and business leaders to identify learning opportunities for their teams.
• Serve as the main point of contact in the Region for HR development and training initiatives, processes, and ad-hoc support.
• Develop and deliver onboarding programs for new HR Managers.

• Develop and provide ongoing training and mentorship to HR staff across sites.

EMPLOYEE RELATIONS AND COMPLIANCE:

• Partner with sites to promote and maintain positive employee relations in a safe and productive work environment.
• Communicate accurately and appropriately with other employees/vendors in a timely manner.
• Investigate, mediate and resolve employee concerns and/or team conflicts.
• Ensure fair and consistent application of regional and divisional HR policies and procedures and make recommendations for change as needed.
• Ensure compliance with all national, regional and local laws and regulations.
• Serve as the main point of contact and accurately complete reports for compliance activities in accordance with appropriate legal documentation (AAP, Adverse Impact, Annual Wage Survey, Disability, FMLA, Compensation, Benefits, EEOC, OSHA, Terminations, etc.).
• Conduct routine audits of key compliance policies, practices, and procedures (requisition folders, training records, personnel folders, etc.) and assist site in developing corrective action plans.

• Partner with Labor Relations and sites on union negotiations and complex union matters.

EMPLOYEE ENGAGEMENT:

• Partner with sites in your Area to achieve year over year increase in Site Participation and Engagement Metric on the Employee Engagement Survey, while also providing regular reporting updates of progress and metrics.
• Collaborate with sites to administer the Employee Engagement Survey at each site, provide guidance on conducting focus groups and work with site HR teams and Site leaders to develop action plans.
• Partner with sites to create and execute site engagement plans with quarterly updates to the region - ensure plans include activities to help reduce turnover and align with Create Your Possible priorities.
• Provide analysis and reporting of engagement data as needed.

ATTRACTION AND RECRUITMENT:

• As needed, partner with the Talent Acquisition team and business leaders to identify and define open positions, discuss the needs of the site and determine a staffing solution to meet business needs.
• If needed, manage steps throughout recruiting process including, but not limited to, conducting interviews and making hire decisions and/or recommendations to hiring managers on key roles.
• Ensure that key positions are being filled by qualified talent that meet position requirements and expectations.
• Ensure employees complete onboarding as they transition into new positions.

TALENT AND PERFORMANCE MANAGEMENT

• Partner with sites to develop succession plans. Analyze data (e.g. turnover, diversity, retirements, etc.) to create plans that address any talent gaps identified.
• Consult with HR and business leaders on organizational design and developing structures that support the needs of the business.
• Assist HR and business leaders with coaching and performance management activities.
• In partnership with site HR teams, help create Performance Improvement Plans where needed.
• Track and report key metrics to aid in performance and talent management activities.

CULTURE AND BELONGING

• Support the Enterprise, Group/Division & Department level Culture, Belonging, and Employee Experience initiatives.

• Partner with the Talent Acquisition team to identify appropriate recruitment resources.

• Collaborate with Regional HR Leader in providing training & education on Culture, Belonging, and Employee Experience Initiatives.

REPORTING AND ANALYTICS

• Track, analyze, and report key HR metrics to the Regional leadership team.
• Use data to identify trends, developing recommendations to inform strategic decisions.

HR MANAGER LEAD SUPPORT AND ADDITIONAL DUTIES

• Act as the interim HR Manager Lead for sites as needed.

• Provide guidance and HR leadership for all HR functional activities at a site including workforce planning, organizational support, compliance, and employee relations matters.

Minimum Requirements

• Must be at least eighteen (18) years of age
• Must be legally authorized to work in the country of employment without needing sponsorship for employment work visa status now or in the future
• Bachelor's Degree or have at least five (5) years of work experience in HR
• Must have a minimum of 5 years of progressive experience in HR or related field
• Must have at least 1 year of experience serving as the lead HR Representative for a designated employee population, business unit or facility, responsible for independently managing core HR functions and serving as the primary HR contact

Preferred Qualifications

• Bachelor's Degree in Human Resources or a Business-related field
• Master's Degree
• Experience supporting teams in multi-shift operations or that sit across multiple sites in manufacturing or distribution environments

• Experience supporting teams that are part of a collective bargaining unit