Description
The HR Manager is responsible for full service human resources management for both hourly and salaried employees, under the oversight of the Sr. Human Resources Manager for the facility.
Job Responsibility
Employee Relations – 35%
• Partners with DC Director in leading effective employee communication and recognition while delivering new initiatives and proactively addressing employee relations issues.
• Partners with Corporate Benefits group to communicate employee benefit programs.
• Communicates and monitors the progressive counseling process for hourly and exempt employees; assists management team with terminations by providing coaching and counseling.
• Conducts investigations, prepares investigative reports and makes recommendations to resolve employee issues based on policy, past practice and legal justifications.
• Responsible for maintaining open door policy and an environment free of organized labor through effective positive employee relations.
• Responsible for developing programs, processes and procedures to increase employee retention and engagement.
• Responsible for developing and maintaining a strategic partnership with DC Director and Assistant Directors within all areas of DC operations.
• Partners with DC Management and employees to ensure steps are taken to maintain involvement with the local community to enhance Dollar General's position as an employer of choice.
Staffing – 35%
• Manages hourly and exempt recruiting and hiring processes.
• Manages contracted agencies for temporary staffing needs.
• Audits departments work product, ensuring compliance of all federal, state and local employment laws and regulations.
Process Management – 30%
• Partners with local Training Manager and Risk Management to enhance productivity of Company safety programs. Responsible for developing and maintaining positive relations with health care providers at local and state levels.
• Manages leave of absence and ADA compliance in partnership with Store Support Center (SSC Staff) and legal team to ensure accurate record keeping and administration of programs. Oversees participation at unemployment hearings.
• Manages the DC HR budget to ensure DC operates at or below budget plan.
• Responsible for the development and performance evaluation of local HR team.
Training
• Ensures timely use of available developmental programs: DLD, Train the Trainer, Leadership Development Program and all other development programs developed by the DCs. Create DC Learning Plan with DC Senior Management with quarterly recaps provided to DC VP Operations and DC HR SSC support team/to include all Lunch-n-Learns.
• Ensure all exempt employees receive interview training and support training team to ensure proper implementation of all orientation and onboarding programs.
• Be an active participant and facilitator in training sessions at current DC location and in support of the DC network and other HR partners.
Compliance
• Manage HR functionality in DC with established DC guidelines and programs. Ensures compliance with State and Federal employment law and company policy.
Safety
• Responsible for maintaining reporting compliance
Job Qualifications
• Thorough knowledge of human resource principles and practices including positive employee relations, hiring, training, performance management, and employment law.
• Ability to build effective working relationships at all levels of an organization.
• Skills in researching for legal compliance and analytic ability to formulate best practices.
• Effective oral and written communication skills, and ability to effectively present reports to management.
• Computers skills: Word, Excel, Access, Outlook and HRIS such as Lawson, KRONOS and Sharepoint.
Working Conditions
• Exposure to changing climatic conditions and extreme heat and cold.
• Occasionally required to walk long distances within the distribution center.
• Sitting for long periods of time in an office environment.
• Bending, stooping, squatting, or kneeling on a repetitious basis.
• Fast-paced environment.
Education/Experience
• Knowledge and skill are normally acquired through post-secondary education at the bachelor's level in areas such as human resources management, industrial psychology and business administration.
• At least five years in a progressively responsible human resource generalist position if no college degree; or at least three years in a professional or managerial human resources position with a bachelor's degree.
• Experience in a large, non-union distribution center or manufacturing environment (500 + employees) preferred but not required
• Professional human resources certification (or demonstrated progress towards certification) preferred but not required.
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