Manager - Human Resources

WESCO

Full-time - Manager

Merchant Wholesalers, Durable Goods

About the position

As a Human Resources Manager for the EES Construction SBU, you will play a pivotal role in designing, planning, and implementing comprehensive human resources programs and policies that encompass staffing, compensation, benefits, immigration, employee relations, training, and health and safety. Your primary objective will be to ensure that human resources strategies are closely aligned with the overarching business goals of the organization. This role requires a thorough evaluation of existing human resources processes and strategies, with a focus on identifying areas for improvement and reporting your findings to top management. In this position, you will serve as an internal business consultant and be an integral part of the leadership team concerning human capital management. You will collaborate with human resources colleagues and business unit leadership to facilitate talent review and succession planning processes, which include identifying high-potential employees and development opportunities. Your responsibilities will also involve working closely with business units on strategic workforce design and collaborating with talent acquisition to meet headcount models and goals. You will conduct investigations related to employee relations issues, including terminations, EEOC complaints, and harassment allegations, and provide recommendations for resolutions. Additionally, you will facilitate the performance review cycle, ensuring that the process is well understood and monitored throughout its duration. Your role will also include partnering with management to facilitate compensation decisions, offers, and employment packages, as well as leading change and culture management initiatives that arise from acquisitions, divestitures, employee engagement surveys, or other significant changes. Utilizing human resources metrics will be essential for making informed decisions related to human resources. You will analyze trends and make recommendations to business leaders based on these insights. Advising and assisting business unit managers to ensure consistent application and compliance with human resources programs, policies, and procedures will also be a key aspect of your role. Furthermore, you will ensure compliance with statutory requirements, negotiate and interpret collective bargaining agreements, and manage arbitrations for unionized business units. Conducting training sessions on performance management, human resources procedures, staffing, orientation, and other human capital programs will also be part of your responsibilities. Supporting organizational diversity initiatives will be a critical component of your work as well.

Responsibilities

• Serves as internal business consultant and plays key role in leadership team regarding human capital management.
• Partners with human resources colleagues and business unit leadership on talent review and succession planning processes, including identification of high potentials and development opportunities.
• Works with business units on strategic workforce design and collaborates with talent acquisition.
• Assists with strategies for recruiting, staffing, and management training program to meet headcount models and goals.
• Conducts investigations related to employee relations, terminations, EEOC, harassment, etc., and recommends resolutions.
• Facilitates performance review cycle, ensuring that process is understood, and monitors progress throughout cycle.
• Partners to facilitate compensation decisions, offers, and employment packages.
• Leads change and culture management initiatives resulting from acquisition or divestiture, employee engagement survey, or other change initiatives.
• Utilizes human resources metrics to make effective human resources related decisions and makes recommendations to business leaders.
• Advises and assists business unit managers to ensure consistent application and compliance with human resources programs, policies, and procedures.
• Ensures compliance with statutory requirements, negotiates and interprets collective bargaining agreements and manages arbitrations for union business units.
• Conducts training on performance management, human resources procedures, staffing, orientation, new manager, leader assimilations, and other human capital programs.
• Supports organization diversity initiatives.

Requirements

• Bachelors' Degree required; Masters' Degree preferred.
• PHR or SPHR preferred.
• 5 years required, 7 years preferred of progressive human resources experience; Multi-unit and state experience highly preferred.
• 2 years of HRIS experience required.
• Ability to quickly understand industry, competitors, customers and business strategy.
• Demonstrated ability to build business internal and external partner relationships to drive programs related to human capital.
• Ability to influence all levels of management on human resources, business issues and decisions, and ability to transfer it to human resource strategy and results.
• Strong communication, facilitation and presentation skills are necessary to actively communicate with all levels of management, staff, outside agencies and customers to drive business results.
• Excellent interpersonal and project management skills; ability to execute large-scale initiatives in a complex, matrix environment while maintaining focus on the business and its customers.
• Strategic planning, creative and innovative thinking skills, along with high intellect and sound judgment with a track record of getting results.
• Ability to multi-task and work independently or in a group setting.
• Employment law knowledge with multi-state compliance.
• Ability to work well under pressure of deadlines and competing priorities.
• An understanding of culture and change management and how to integrate talent management into organizations strategic objectives.
• Ability to support multiple locations and be able to travel 30% of time.
• Strong computer skills, including Microsoft Office.
• A solid operational knowledge of functional human resources, including staffing, performance management, succession planning, compensation, rewards and recognition, employee relations, compliance and talent acquisition.