01Overview
Company: Gerber Collision & Glass
Great Teams Dont Happen by Accident
Built with Intent. Driven by YOU.
At the Gerber Collision & Glass, our teams work to provide the elite infrastructure and supportive environment you need to Be the Best and outperform at every touchpoint in collision and glass services. As we continue to grow and lead the industry, we ensure you have the resources and the team behind you to move your career forward.
Ready to grow with a team thats built for your success Apply today.
Our Commitment:The Boyd Group welcomes unique talents from all backgrounds and characteristics. We act with integrity and appreciate the diverse perspectives that make our "Greater Team" exceptional. Qualified individuals, including those with disabilities and Protected Veterans, are encouraged to apply.Job Description:
The Regional HR Manager is accountable for the implementation and delivery of HR products, services, and solutions to an assigned region in support of activities to ensure HR service delivery excellence. This role will own the oversight of a HR Field team and the support they provide. In addition, the RHRMs top priorities are supporting the overall goal of attracting, developing, and retaining talent. Additionally, provides consultation to leaders regarding change management, talent development, employee engagement, performance management, and team effectiveness.
Role and RequirementsField HR executes the HR COE programs, services, and solutions to support operations and provides feedback and input to the HR COE to enhance the overall effectiveness of programs and processes.In consultation with Operations and HR partners, plan and support talent planning, performance review, career development, employee development, ID&E, retention and employee engagement initiatives.
Partners with Operations and HR partners to strategically develop and execute plans to reduce turnover in high turnover positions/markets.
Accountable for the development and deployment of appropriate resources and tools into the field to optimize an environment where the organization is free of all discrimination and harassment by proactively measuring employee engagement, turnover, and compliance with all applicable Federal, state, and/or municipal laws.
Provides support and coaching to management positions as they create and act on their individual development plans. Facilitates and supports succession planning, performance management, performance planning and other corporately driven talent management and HR programs.
Functions as the SME in supporting employee investigations. Assists with more complex issues escalated by the Field HR Generalists.
Assists local leaders in talent acquisition activities as needed and as directed by the Regional HR Manager.
Facilitates workforce planning initiatives for the Markets within the Region in coordination with the Regional Vice President.
Ensure that markets/shops maintain a work environment that is conducive to maintaining a positive, inclusive work environment.
Oversees the escalation and resolution of HR questions, issues and requests to the appropriate channels (eg HR COE, FreshService, etc.), and models as a champion of the field HR model.
Develop and execute innovative people programs to inspire and support a high-performance culture.
Lead and support a high performing, cohesive and collaborative, growth-focused team.
Coach, mentor, and develop direct reports and team members.
All other duties as assigned.
Experience and Skills RequiredBachelors degree5+ years' experience in operations leadership, organizational development, human resources, recruiting or related fields.
2+ years experience in people leadership (teams or direct reports).
Experience providing field support in a multi-site/location environment.
Prior experience creating or implementing a people strategy for an hourly/salary workforce.
Outstanding communication and relationship-building skills.
Strong facilitation and project management skills.
A demonstrated track record of developing effective relationships across all levels of the organization.
Excellent problem solving and quality decision-making.
Strong business acumen (ability to see the big picture and operate with perspective).
Flexibility in availability to support business operations, which may sometimes include evening and weekend hours.
Willing to travel up to 75% of the time for business purposes (within state and out of state).
Preferred QualificationsCertification as a SHRM-CP or SHRM-SCP as granted by SHRM, or PHR or SPHR as granted by HRCI.Please note, this job description is not designed to cover or contain a comprehensi .
