Overview:

The Human Resources department is a client services organization that works to serve 2 primary clients: the employees and the business. As such, we aim to be 3rd party neutrals who evaluate each client’s needs individually as well as in conjunction to each other to provide fair and equitable proactive consultative advice and solutions in an attempt to benefit both. The HR team services the combined companies across the functions of employee relations, talent acquisition, HR operations, talent management, health and welfare benefits, HRIS, compensation, worker’s compensation, performance management, learning and development, and project management.

By utilizing practical human resources expertise and application of industry best practices, the Regional Human Resources (HR) Manager assists both the employee and the company maximize results. The position is responsible for enhancing the workplace culture and supporting assigned business unit(s).

Primary Objectives:

1. First Point of Contact
2. Management Partnership
3. Employee Relations and Investigations
4. ADA Interactive Process
5. Employee Engagement Efforts
6. Employee Safety Lead
7. Learning and Development, Planning and Facilitation
8. Compliance Management
9. Employee Management
10. Facilities/Office Management

Qualifications - To perform this job successfully, an individual must be able to perform each essential job 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.

Essential Position Duties (typical monthly, weekly, daily tasks):

• First Point of Contact
  
  • Serves as the first point of contact for the ShipX employee base primarily located in Austin, Texas and St Louis, Missouri in addressing HR concerns/inquiries.
  • Interprets, educates, and provides support and counsel on HR policies as necessary
• Management Partnership
  
  • Build knowledge of the company and client-department function/process, occasionally participate in department meetings, and understand their needs to provide context to HR related issues.
  • Assist in formulating and evaluating basic reports and data to provide appropriate analytical recommendations to the business unit.

• Employee Relations and Investigations
  
  • Ensure quick resolution and proper documentation of employee concerns and performance management issues, including evaluating performance documentation up to employment termination by utilizing policy, HR tools, precedent, labor regulations, and methodologies.
  • Advise management on and assist with conducting performance discussions up to and including voluntary and involuntary terminations; collecting data for analysis.
  • Conduct confidential investigations, document findings, and make recommendations for resolution.

• ADA Interactive Process
  
  • Educate on and facilitate the interactive process from start to finish with management, employee, and medical professionals. Document process and decisions.
  • Collaborate with Benefits to coordinate certifications, leaves, etc.
• Employee Satisfaction and Engagement
  
  • Ensure a work environment that allows ShipX to attract and retain top talent in a competitive industry and location
  • Employee Events: Organize employee events of varying size throughout the year to promote good will and camaraderie among co-workers.
  • Promotes the organization's philosophy and values; ensures quality in all areas; and encourages teamwork by coaching and providing support in the department and throughout the organization. 
• Employee Safety Lead
  
  • Emergency Response Team: Coordinate with the Facilities Lead, insurance provider, and local Fire Marshall
  • Ergonomics: Partners with Facilities to evaluate ergonomic concerns and make recommendations
  • Physical Security: Partner with Facilities to enforce security policies, continuously monitor for safety issues
• Learning and Development Planning and Facilitation
  
  • Identify trainings that will proactively address issues or facilitate growth within the client base, and co-facilitate training sessions
  • Partners with others in HR to conduct new hire orientations, sexual harassment and safety training sessions.
• Compliance Management
  
  • Maintains knowledge of legal requirements and government reporting regulations affecting human resource functions and ensure that policies, procedures, and reporting are in compliance.
  • Ensures fair and consistent application of company policies, procedures, federal and state laws
  • Ensures postings and other public documents are current and compliant
  • Partner with Talent Acquisition on OFCCP Compliance efforts and audits
• Employee Management
  
  • Manages and provides servant leadership to 2-5 employees
• Facilities/Office Management
  
  • Ensures a safe, healthy, and engaging workplace experience
  • Provides guidance on all office management related functions
  • Vendor liaison
  • Sets and manages to a defined budget
• Special Projects as assigned

Additional Management Responsibilities:

• Performance Management: setting and managing goals, on-going coaching, corrective action, annual reviews, rewards/recognition, and team/individual development
• Employee Life Cycle Management: headcount forecasting, job descriptions, recruiting/hiring, termination
• Governance: ensuring compliance to company policy/practice (e.g. attendance, behavior, workplace attire), ensuring compliance to employment law (e.g. time keeping, anti-harassment and diversity)
• Leadership: ensures availability to staff, team building, building rapport with individuals, encouraging strong collaborative relationships between individuals and departments, facilitating a healthy work/life mix, solicits and applies feedback (internal and external to team), self-improvement as a leader/manager of people
• Culture Ambassador: proactively demonstrate and cultivate a culture of cooperative collaboration, strong work ethic, solutions-orientation, quality focus, results-orientation, relaxed/enjoyable atmosphere, team- and individual- celebration, and company/product pride

 Education and/or Experience:

• Bachelor’s Degree in Human Resources, Business Administration, Psychology, or other related field preferred
• Five to Nine (5-9) years of progressive Human Resources experience.
• Two to Three (2-3) years of employee relations experience.
• Two to Three (2-3) years of exempt level work.
• One to Two (1-2) years of management of direct reports
• Certifications of Human Resources professionals preferred (example: PHR/SPHR, CP/SCP).

Skills and Knowledge:

• General HR knowledge and experience in the areas of employee/labor relations, including employment law and HR industry practices.
• General knowledge of federal and state laws and regulations related to HR industry practices (e.g., FLSA, FMLA/CFRA, ADA, EEO/AA, etc.).
• Demonstrated experience interfacing with clients at all levels in an HR capacity.
• Demonstrated experience providing guidance and consultation regarding policy and procedures to staff at all levels.
• Proven problem-solving ability, resourcefulness, analytical skills, and experience providing recommendations based on assessment.
• Proven ability to work independently and effectively plan and prioritize work to accomplish multiple projects with competing deadlines.
• Ability to handle matters of confidentiality with utmost tact and diplomacy.
• Demonstrated ability to adapt to change and actively support change initiatives in a positive manner.
• Knowledge and experience with HR management systems and other HR software applications to track information and generate reports.

Computer/Software/Application Proficiency:

• Proficiency in Microsoft Office (Excel, Word, Outlook and PowerPoint)
• Experience with ADP applications (ADP Vantage strongly preferred).

Travel Requirements:

• 15% domestic travel or less