Sr. Human Resources Manager

Peterson Cat has a need for a Sr. Human Resources Manager based at our Hillsboro, OR location.  The Sr. Human Resources Manager acts as a business partner by implementing Company Human Resources strategy and by providing Human Resources guidance, tools, and support to their assigned business unit’s multi-state management teams on a daily basis.  This position represents the overall Human Resources function with the highest level of integrity at all times sharing Peterson’s vision, values, and operating principals.

Directs and leads complex local Human Resources strategic planning initiatives and assists in company-wide program areas such as Affirmative Action Plan development and administration, and periodic Employee Opinion Surveys.  Manages employee-relations activities and programs that promote positive labor and employee relations for all Peterson companies.  Participates in the development and implementation of company-wide human resources initiatives; supports implementation of policies and programs through project coordination, data analysis, cross-functional collaboration, and continuous process improvement.  Work involves a high level of decision making, initiative, and independent judgment.

This position will have a focus on labor relations, assisting in negotiating collective bargaining agreements, implementing arbitration decisions, researching, and handling grievances, researching arbitration panels, and working with the negotiations team, as necessary.  Job functions include the following:

Strategy

  • Meet with leaders of assigned business units to learn / understand their business, challenge areas, and staffing level needs. Participate in succession planning and employee development activities. Provide guidance and direction to business units regarding employment related matters and acts as a department liaison regarding various issues for management.
  • Review and benchmark internal and external environment to improve Human Resources policies, procedures, and initiatives to enhance overall business performance.
  • Contribute to the Human Resources team’s business strategy by identifying, prioritizing, and building organizational capabilities, behaviors, and process efficiency improvements.

Leadership

  • Lead Human Resources Managers and Sr. Human Resources Representatives, meeting regularly to provide best in class customer service to business unit leaders, managers, and employees in assigned business units.
  • As a representative of leadership and Human Resources, attend company events such as service awards, training and development events, leadership conferences, and other company-sponsored activities. Participate in presentations at company events as appropriate.

Performance Management/Employee Relations

  • Review and approve performance reviews and provide guidance to company managers to ensure consistency between salary increases given and employee’s performance evaluation.
  • Understand management and employee opinions and anticipate needs and concerns. Conduct stay connected and exit interviews with employees; communicate findings to management.
  • Assists managers with employee-relations activities and programs including but not limited to employee complaints, performance management, corrective action, interpretation of polices, wage and salary decisions, and employee recognition programs.
  • Conduct investigations into claims of harassment or other company-guideline violations; work with legal counsel related to company’s response to employment-related litigation or inquiries.

Administration/Communication

  • Responsible to assist Employee Relations Team through coordinating workflow, delegating assignments, handling conflict resolutions, maintaining accurate files and records.
  • Maintain close contact with Human Resources team members, and other corporate services departments such as Accounting, Risk, and Information Services to work in synchronization with local and regional needs.
  • Gather information and conduct research for projects related to complaints, grievances, or other employee matters for decision-making.

Compliance

  • Responsible for interpretation, and implementation of policies, procedures, laws, standards, and government regulations to employees at all levels of the organization, e.g., EEO, ADA, Leaves of Absence, Affirmative Action, etc.
  • Research state and federal employment laws and make appropriate revisions to company’s employee handbook, policies and procedures as needed.  Annually, coordinate with Human Resources Operations to disseminate company’s employee handbook, policies and procedures through HCM.

Training & Development

  • Identify and drive communication and cross functional learning to facilitate continuous improvement and cohesiveness.
  • Identify training and development needs of direct reports and other Human Resources staff members to ensure they are equipped and certified, as needed, to capably perform their job responsibilities.

Talent Acquisition

  • Assist Talent Acquisition team with recruitment and outreach efforts as needed.
  • Develop interview questions to best assess candidate knowledge, skills, and abilities.
  • Participate with managers for interviewing and selecting candidates to fill openings, especially where turnover is high within workgroups.

QUALIFICATIONS

Bachelor’s Degree from a fully accredited college in Business Administration, Human Resources, Management, or other closely related field; and seven to ten years of directly related work experience in a similar role, preferably in a heavy industrial environment with employees covered by a collective bargaining agreement; or an equivalent combination of education and work experience. Must be able to travel to branch locations through-out assigned area of responsibility sometimes with little advance notice to address employment issues.  Have reliable transportation. Estimated travel is up to 25% of the time.

CERTIFICATES, LICENSES, REGISTRATIONS

Society of Human Resources Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP), Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) preferred.

Valid driver’s license in resident state.

 

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HR Network, Inc.
www.hrnetwork-nw.com
jennifer@hrnetwork-nw.com
(971) 940-9567