Director Of Human Resources

Coaches and advises leaders, supporting multiple functions/departments to create a high‑performance culture through talent management, performance management, and leadership development (coach, counsel, career development, performance mgt). Identifies and activates People solutions that impact the company’s ability to meet business objectives. Participates as a key member of the business leadership team providing progressive people solutions such as integrated talent management, workforce planning, succession planning, and organization structure to increase business impact. Supports Corporate Operations and Business Optimization business units with a track record of enterprise‑level HR leadership that bridges corporate strategy and initiatives into field operations. Leads a team of 2–3 direct reports and 1–2 indirect reports supporting approximately 1,200–1,500 employees. Partners and collaborates with appropriate Centers of Expertise to develop holistic People strategies and initiatives that support business objectives at an enterprise, area, and functional level. Leads/manages projects and/or participates as a project member on People initiatives as assigned by the Senior People Leadership Team. Hires, leads, educates, develops, coaches, and performance‑manages members of the People Organization. Proposes People solutions and/or organizational changes based on an analysis of critical business opportunities, helps shape the business strategy, conducts organizational diagnoses to determine which capabilities are most critical, and designs and delivers people practices to accomplish strategy. Develops written and oral presentations that have high clarity and impact and provides regular written reports as needed to senior leadership. Delivers People solutions that are considered value added, measurable, and directly tied to business objectives. Serves as an advisor to management for employment‑related legal issues and ensures local compliance with federal, state, provincial, and local employment laws. Leads organizational change initiatives that support WM’s strategic business framework. Identifies and applies new ideas to adapt to changing work demands. Partners with the Senior People Team to identify and prioritize opportunities for process improvement and new initiatives. Leadership activities include talent management through proper succession planning programs for key contributor and management positions, learning and development programs for preparing employees for career advancement, and employee development programs to enhance employee knowledge and understanding of the business of the company and the waste industry. Develops and implements policies and programs for effective management of people resources of each department. Included, but not limited to, programs associated with employee relations, diversity & inclusion, sexual harassment, employee complaints, external education and career development. Provides technical advice, knowledge sharing, coaching, and guidance to others within the human resources discipline. Continuously challenges and improves the programs, policies, practices and processes associated with meeting strategic and operational people issues of the organization. Provides thought leadership to develop and maintain the skills needed to be an effective business partner. The HR Director will not only demonstrate but also lead initiatives, promote participation, and recognize employees and leaders that live WM Commitments and Values. Requirements Education: Bachelor’s Degree (accredited), or in lieu of degree, High School Diploma or GED (accredited) and four (4) years of relevant work experience. Experience: Ten (10) years experience managing human resource systems, processes, programs and implementations (in addition to education requirement). SPHR certification preferred. Possess and leverage business acumen to drive shareholder value. Strong analytical and diagnostic skills. Ability to assess and develop individuals’ knowledge, skills and ability. Innovative mindset identifying new ways to solve work problems resulting in unique/differentiated solutions. Ability to gain acceptance of ideas and commitment to action that support specific work outcomes through professional influence. Utilizes workforce data to identify People insights to make proactive solutions. #J-18808-Ljbffr