Allied Universal is currently seeking an experienced Regional Human Resources Director to join the Midwest Team. This person will be responsible for managing all employee and labor relations throughout the Midwest Region. The person can work out of any of the branch offices in IL which includes Chicago, Naperville, Tinley Park or Rosemont.
Responsibilities of the Regional Human Resources Director will include, but are not limited to, the following:
- Act as a strategic business partner with Presidents, Regional Vice Presidents, and branch staff within assigned geographic region, by understanding their unique client and business objectives, and providing proactive counsel, recommendations and support to meet their needs. Build strong relationships with all management in assigned geographic region, understand client expectations and site-specific challenges, and provide advice and solutions to meet business needs while ensuring legal compliance and consistent application of company policies.
- Under the direction of the Vice President of Human Resources, create, implement and monitor the application of all employee policies and procedures within assigned region to ensure compliance with labor laws, state and federal regulations, and sound business practices. Includes conducting training sessions with managers and supervisors, and identifying and communicating the need for new/revised policies based on changing business needs and/or legal requirements.
- Provide technical HR support to branch, field and sales staff on day-to-day employee and labor relations issues. Responsible for advising on proper techniques, forms/documentation, and actions to ensure compliance, lawful conduct, and consistent application of practices, while meeting business/client objectives.
- Where applicable, manage all aspects of Collective Bargaining Agreements to ensure compliance, fulfillment of technical requirements, and awareness of Company philosophies regarding union relations. Build and maintain strong relationships with union representatives to minimize labor relations issues, conduct supervisor/manager training to strengthen consistent application of policies and procedures, and manage all grievances in a timely and effective manner.
- Conduct (or lead the activities of) all investigations into discrimination, harassment, wage/hour, or other labor law complaints, ensuring proper documentation, interviewing procedures, and follow up activities are taken. Under the guidance and oversight of the Vice President of Human Resources, act as a representative for USA in all legal actions against the company for employment lawsuits.
- Responsible for various Human Resource projects, either as assigned by Vice President of Human Resources or as self-initiated, including ongoing opportunities for automation, efficiency, accuracy, cost-reduction, and/or improved legal compliance. Actively participate in annual strategic planning process to identify such projects, then create and execute plans to ensure on-time completion of deliverables.
- Maintain oversight for field auditing and compliance. May include management of Human Resource staff to conduct quarterly field audits of branch HR staff operations, internal auditing procedures, and other processes to ensure company standards and legal requirements are being followed (such as I-9 compliance, HRIS and HR record keeping/maintenance, and other similar processes).
- Identify training and development needs at branch sites for Operations Managers and H.R. Coordinators/Representatives, and develop the technical skills to ensure proper knowledge of applicable laws and regulations, file maintenance, employee relations administration, termination procedures, and accident reporting/investigations/workers’ compensation procedures.
- Identify and implement retention strategies to reduce employee turnover and increase internal employee development and skills.
- As a senior member of management, participate in strategic planning sessions, client meetings and other business development meetings, providing insight into implications of decisions and actions on the H.R. function, and offering solutions to employee related issues affecting the business.
Qualified candidates for the Regional Human Resources Director position will meet the minimum requirements, as described below:
- Bachelor’s degree in Business or related field or equivalent required, which is typically obtained through 10-12 years of progressively responsible human resource management experience; MBA or other advanced degree desired; HR certification (i.e., PHR, SPHR, GPHR) highly preferred.
- Minimum of 10-12 years of human resource managerial experience required, including direct responsibility for employee relations, policy and procedure development and administration, workers’ compensation and safety program management, and senior level business involvement.
- Experience with multi-state operations and with a large percentage of union environments highly preferred, as well as related experience in a highly regulated service industry and/or oversight in organization with high-volume entry-level workforce.
- Strong working knowledge of all labor laws in all states for which incumbent would be responsible (geographic region), as well as extensive knowledge of relevant federal employment laws/regulations, workers’ compensation/OSHA procedures and regulations, and discrimination/harassment investigation and defense procedures.
- Working knowledge of automated payroll/HRIS systems required; HRIS software knowledge highly desired but not required.
- Ability to demonstrate high levels of Emotional Intelligence.
- Demonstrated ability to be very customer-service oriented, with the ability to professionally interact with all levels of individuals in a courteous and professional manner at all times, and to de-escalate situations before they become hostile or unpleasant.
- Energetic and focused personality with a demonstrated ability to take initiative, successfully handle and prioritize multiple competing assignments and effectively manage deadlines.
- Professional, articulate and able to use good independent judgment and discretion.
- Outstanding verbal and written communication skills required. Ability to successfully interact at all levels of the organization, including with clients, while functioning as a team player required.
- Must demonstrate excellent writing skills and ability to articulate policies and procedures in a clear, concise manner.
- Ability to travel approximately 30% of the time, locally (vehicle travel) and distantly (throughout assigned region via air travel as required).