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Human Resources Manager
Human Resources Manager leading the RNDC Human Capital Strategic Plan for Washington, DC
Summary: This leadership role is considered a Mid-Level HR Professional with five to eight plus years Human Resources experience as a manager or generalist including Labor Relations exposure and experience. The primary role of the Manager, Human Resources will be to serve as a HR Business Partner to a field-based business unit and market/state leaders providing leadership, direction, and execution on the RNDC Human Capital Strategic Plan. The full scope of HR disciplines include: Talent Management (all disciplines from Recruitment to Selection to Training and Development and Performance Management); Employment Relations and Legal Compliance: Compensation Administration/Management; Associate Engagement; Corporate Social Responsibility; and Strategic Business Consulting/Coaching and Change Management.
Essential Duties and Responsibilities
Human Resource Technical Expertise and Practice. Demonstrates the ability to apply the principles and practices of human resource management to contribute to the success of RNDC working with mid-level managers, senior managers, leaders, and executives.
Ensures the RNDC HR Strategic Plan and its processes/policies/programs are communicated, implemented, and executed for assigned teams. Understands and leads strategic business management practices that ensures the Company’s vision is achieved.
Designated as the Subject Matter Expert on the full-scope of HR practices: Workforce Planning and Employment; Compensation; Employee and/or Labor Relations; HR Technology; Talent Management; and Change Management.
Provides HR functional expertise and thought leadership with assigned teams and/or projects that impact the Company on a national-level.
Responsible for the Company’s HR-related local vendor relationships and related practices and policies including compliance to federal and local employment laws and RNDC HR Standard of Operations (SOPs).
Relationship Management: Key HR Business Partner to managers and executives on the assigned teams. Uses functional expertise to provide credible internal client support in the areas of people management; associate engagement; negotiation and conflict management. Demonstrates transparent and visible leadership with business partners to ensure strong teamwork for assigned groups.
Organizational Leadership and Navigation: Responsible for leading major key change initiatives and projects at the state/market level as it relates to human capital practices and associate engagement. Must demonstrate the ability and political savvy to direct initiatives and processes within the organization with agility and to gain buy-in from stakeholders. Has unquestionable skills as a consensus-builder to influence necessary change in order to deliver successful business results and goals.
Communication: Must demonstrate the ability to effectively exchange and create a free flow of information with and among various stakeholders at all levels of the organization to produce impactful outcomes. The scope of expertise includes: Verbal, Written, and Presentation Skills; Persuasion; Diplomacy; Perceptual Objectivity; Active Listening; Effective Timely Feedback; Facilitation Skills; Meeting Effectiveness; Social Technology and Social Media Savvy; and Public Relations. The SHRM Competency Model provides a comprehensive list of behaviors.
Cultural Effectiveness: Responsible for directing/managing human resources across the assigned groups. Leads the Company’s Diversity and Inclusion Plan and executes related programs to ensure success. Provides perspective on the value of cultural awareness to supported teams especially with leadership. Role models adaptability and tolerance for ambiguity especially during change and with cultural initiatives.
Ethical Practice: Role models and leads the integrations of core values; integrity; and accountability throughout the assigned teams and the Company’s business and human capital practices. Responsible for ensuring the disciplines under the umbrella of the RNDC Corporate Social Responsibility are upheld, executed, and in compliance with Company policies; federal, state, and trade laws and regulations. Acts as the functional expert for employment relations and legal matters related to employment practices for assigned groups.
Other Duties: Other duties and responsibilities may be assigned throughout the course of employment not listed in the essential duties.
Qualifications: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Education and/or Experience: Five to eight plus years related HR experience, specifically in management or as a generalist, including partnering with key managers of a division or business unit. The Manager, HR role should include experience in employment law, labor relations, and talent management. Bachelor's degree from four-year College or university preferred. Consideration is given for equivalent combination of experience and education.
Other Requirements: Must lead and carry out supervisory and management responsibilities in accordance with RNDC’s policies and applicable laws for the Human Resources function. There is local market travel required for the position to business offices outside the assigned home office. Field presence is estimated at 35%.
Republic National Distributing Company is an Equal Opportunity/Affirmative Action employer. It is our policy not to discriminate against any Employee or Applicant. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex, age, status as a protected veteran, among other things, or status as a qualified individual with disability. This policy of nondiscrimination in employment includes but is not limited to: recruitment, hiring, placement, promotion, transfer, employment advertising or solicitations, compensation, layoff or termination of employment.