DISTRICT HUMAN RESOURCES MANAGER

Job Summary: Provides senior-level HR management for a large district or region. Implements human resources interventions of significant complexity and manages HR programs to support and achieve business objectives and improve organizational effectiveness across the entire workforce. Supervises subordinate exempt Human Resources Representative. Duties and Responsibilities: As District Human Resources Manager, works closely with the District Vice President, General Managers, and business heads in change management, management of culture, and the delivery of human resources best practices in the areas of compensation and rewards, performance management, talent management and development, staffing/recruitment, organizational design, employee and labor relations, and business and program analysis. Keeps current on emerging retail industry best practices, human resources trends, and management strategies. Responsibilities cover multiple retail & hospitality locations over several states. Recruitment/Staffing. Assumes the leadership role in ensuring business units are staffed with associates suited to current and future organizational needs. Identifies talent requirements, key competencies, and job qualifications. Ensures a succession planning process is in place and identifies high-potential employees for development. Aggressively pursues highly qualified job candidates from internal and external sources to improve the pool of talent in the organization. Manages and directs outplacement and career transition services for displaced associates, as appropriate. Compensation and Rewards. Implements NEX compensation and reward systems that attract, retain, and motivate high-quality talent. Fully utilizes available compensation and recognition program flexibilities to meet business objectives. Responsible for meeting all wage survey requirements. Aggressively markets and communicates the total compensation package to management, employees, and job applicants. Ensures employees and applicants fully understand and appreciate the benefits of employment with the Navy Exchange System. Business and Program Analysis. Works with business heads to identify measures of organizational effectiveness. Aligns, evaluates, and improves local Human Resources programs through use of key business indicators and metrics, including those available through HRIS resources. Benchmarks local results both internally and externally. Adjusts or implements local human resources programs based on analysis performed. Responsible for the integrity of information contained in the PeopleSoft database. Ensures information gathered locally is entered in the database accurately, consistently, completely, and promptly. Organizational Improvement. I work closely with business units to improve organizational performance and ensure responsiveness to business goals. Proactively reviews organizations in light of business requirements and available talent. Ensures job descriptions incorporate key functions and job classifications are consistent throughout the organization. Training and Development. Works with business units to identify training and developmental requirements to support current and future business objectives. Identifies training resources and training plans, and conducts training as appropriate. Ensures core job skills and orientation training programs are in place. Performance Management. Works with business heads to continually raise organizational performance standards. I implement the NEX performance management program, which is based on business goals and objectives and supports NEX strategic plans. Assists business units and associates in developing measurable and relevant business objectives focused on improving individual, group, and organization performance. Integrates performance results with the recognition and reward programs. Employee and Labor Relations. Collaborates with business leaders to develop programs that maximize workforce effectiveness and discipline. Provides guidance and assistance to management on disciplinary actions, grievances, and appeals. Ensures appropriateness of charges and penalties. Analyzes grievances, disciplinary actions, and exit interviews to ascertain underlying reasons or trends. Recommends corrective action and organizational improvements to management. Maintains a partnership with labor organizations to promote workforce effectiveness. Ensures Collective Bargaining Agreements are accurately and consistently applied throughout the organization. Provides guidance and training to managers and employees on labor and employee relations issues. Legal and Regulatory Compliance. Keeps current regarding Human Resources and legal and regulatory trends and requirements. Adheres to governing administrative and legal regulations while effectively managing business relationships and results. EEO. Works with business units to ensure a workforce that is representative of the local community throughout the NEX. Develops and implements plans to improve diversity in support of NEX business goals and objectives. The incumbent of this position must file a Financial Disclosure Report (OGE) Form 450, as required. A total of 8 years, consisting of the following:

GENERAL EXPERIENCE:

3 years of responsible experience in non-routine work which enabled the applicant to gain a good general understanding of the systems, methods and administrative machinery for accomplishing work; the ability to analyze problems, apply sound judgment in assessing practical implications of alternative solutions and resolving the problems presented; and the ability to communicate effectively with others, both orally and in writing.

SUBSTITUTION OF EDUCATION FOR EXPERIENCE:

1 year of academic study above the high school level may be substituted for 9 months of experience, up to a maximum of a 4-year bachelor's degree for 3 years of general experience.

SPECIALIZED EXPERIENCE:

5* years of progressively responsible experience in Human Resources work in at least two of the functional specializations such as: employment, labor/employee relations, classification and wage administration, employee development and training, or career management (experience may be obtained in HR generalist or in HR specialist positions); or one of the predominant specializations (labor/employee relations, employment, or training and development) with a total background and experience which provides evidence of an understanding of the relationship of the specialization to the other functional areas. *At least one year of specialized experience as a Human Resource Business Partner, NF-04 or equivalent #J-18808-Ljbffr Careerwebsite