Largest Publicly traded logistics company in North America with 97,000 employees, 1,500 locations and over 50,000 customers in 30 countries
Portfolio includes less-than-truckload (LTL), freight brokerage, last mile, intermodal, drayage and global forwarding services
Operating approximately 800 warehouses with 200 million square feet of space they are the second largest third-party contract logistics provider globally
WHAT THEY OFFER YOU:
Multi-billion dollar business model that embraces a fast-paced and innovative culture with heavy growth by way of acquisition
Company offers upward mobility and promotion from within
Excellent benefits and team oriented work environment
Global company with an outstanding reputation and great tenure
WHY THIS ROLE IS IMPORTANT:
Act as a trusted advisor to senior business leadership in identifying and implementing human capital initiatives that have a direct impact on the profitability of the districts; and support adequate performance and job satisfaction of employees. Act as a sounding board for management and provide coaching where appropriate to improve performance and leadership.
Build a world class HR team of professionals that possess state of the art professional knowledge, understand the business issues and opportunities facing the business, and remain focused on the internal customer.
Support the HR team in the development and/or implementation of initiatives in all HR areas of discipline including; talent, recruiting and selection, benefits, compensation, wellness, training, performance management and reward systems, and employee relations that align with the business strategies.
Participate in project teams and committees that support and drive strategic initiatives. Support the Generalist team in champion initiative role outs to ensure proper implementation.
Partner with the business and Compensation and Benefits in the design and delivery of various compensation plans impacting the supported employee population.
Provide input to the Talent Acquisition team in developing strategic workforce plans, and the recruitment and retention strategies to meet the needs of the business. Provide support in selection activities for select salaried positions and participate in the development and implementation of valid selection tools.
Partner with Learning and Talent Development in the identification and execution of various training initiatives that support the growth and effectiveness of employees, to meet business objectives.
Lead effective succession planning processes to ensure management and professional readiness to meet the growth plans of the business. Encourage cross-training for district coverage and employee development.
Enforce a performance driven culture through the development and implementation of consistent Performance Management coaching and counseling techniques across all districts. Ensure that appropriate corrective actions are consistently administered. Participate in or counsel employees when necessary.
Ensure regular engagement survey, round table, and other employee engagement activities take place, and relevant action items are developed and executed.
Partner with the HR team and leaders to continually evaluate Human Resources policies and procedures, ensuring compliance with all applicable federal, state, and local laws and regulations. Participate in revision and development of new policies and procedures as needed.
Decisions and actions may have a strong impact on reputation, and/or employee satisfaction, and an indirect effect on the Company's revenue and operations.
Makes independent decisions on the handling of termination, hiring and other applicable employee relation cases. However, incumbent follows procedures and established guidelines. Performs work under general supervision.
Work under established guidelines and controls, including the Employee Handbook, Department of Labor and Equal Employment laws and other legislation impacting the field of human resources.
Carry out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.
Directly supervise 1-8 supervisory and non-supervisory employees
BACKGROUND THAT FITS:
Minimum Required Education:
Bachelor's degree or equivalent related work or military experience
Minimum Required Experience:
Experience with HR Information Systems/Software
7 years practicing Human Resources in a multi-site operations, retail, manufacturing, or warehousing environment