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Mgr, Regional Human Resources

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Date: Nov 30, 2018

Location: LAKE FOREST, IL, US, 600455202

Company: Grainger

Grainger is a broad line, business-to-business distributor of maintenance, repair and operating (MRO) supplies and other related products and services. More than 3.2 million businesses and institutions worldwide rely on Grainger for products such as safety gloves, ladders, motors and janitorial supplies, along with services like inventory management and technical support. These customers represent a broad collection of industries including commercial, government, healthcare and manufacturing. They place orders online, on mobile devices, through sales representatives, over the phone and at local branches. Approximately 5,000 suppliers provide Grainger with more than 1.6 million products stocked in Grainger’s distribution centers and branches worldwide.

 

Primary Function
This role is responsible for developing and implementing a workforce strategy and plan for several of the Direct Sales regions. The Human Resources Manager will translate the business strategy into Human Resources strategy and tactical plans.  Responsible foraligning all leadership development, leadership effectiveness, employee development, compensation, employee relations, legal and staffing resources, performance management, processes and policies to business strategy.

 


Principal Duties & Responsibilities

  • Partner with senior leaders (VPs, Directors)to align on human resource strategy and programs to support organization strategy and goals
  • Responsible for identifying, assessing, and prioritizing human resource needs and partnering with leaders to align on relevant solutions
  • Collaborate with human resource “centers of excellence” (i.e. Compensation, Employee Development, Staffing, Organization Effectiveness, Benefits) to discuss, align and solve for  business partner needs
  • Partner with leaders to effectively address performance concerns in a consistent way that focus on developing others and driving results. Implement performance management tools within specific areas of the company as appropriate in partnership with Team Member Experience Specialists
  • Provide insight and expertise in areas of human capital such as employee development, performance excellence, talent acquisition, inclusion and diversity, total rewards and leader effectiveness
  • Ensure leaders are effectively communicating and connecting the dots for our team members on key strategies and initiatives Ensure proper application of employment laws and regulations to specific work situations
  • Educate and influence managers on affirmative action, diversity, turnover and other human capital metrics. Identify and develop action plans for areas of concern.
  • Anticipate and assess legal exposures, potential legal actions such as harassment, discrimination, wrongful discharge, unfair treatment, Workers’ Compensation, accommodation (disability) and facilitate successful resolution to mitigate risk to the organization.

 

Preferred Education & Experience

  • Bachelor’s degree required.  Focus in Business Management, Human Resources Management, or Industrial/Organization Psychology, which encompasses a working knowledge of finance, marketing, management, human relations, and organizational dynamics a plus.  A minimum of 5-7 years progressive Human Resource management experience which encompasses selection and placement, compensation and benefits, employee and labor relations, training and development, and management theory and practice.
  • Proficient in Microsoft Office word processing, spreadsheet, presentation graphics, and project management software, as well as mainframes, email and employee systems.  General knowledge of mainframe applications and interrelationships used by business partners.
  • High level of interpersonal skills where the individual can diffuse high-tension situations. 
  • Strong influencing and facilitation skills, which surface differing viewpoints and result in the best course of actions.  Understands organization dynamics and can navigate appropriate channels to get results. 
  • Analytical ability and business judgment by which cause and effect are understood, situations are accurately assessed and actions anticipated.  Effectively prioritizes and manages projects.
  • Exercise good judgment in dealing with highly sensitive and confidential information.

 

Work Environment

  • Expected travel will be 25-30%

 

Impact
The decisions and actions of the Manager, Human Resources affect the productivity of business partner areas.  Ineffective organizational structure, job design, and employee communication all negatively impact employee productivity and job satisfaction.  Poor management practices also affect employee outlook and effectiveness.  The Manager, Human Resources plays a key role in influencing and improving these practices.

The Manager, Human Resources is instrumental in promoting and affecting union avoidance in company facilities.  Lawsuit avoidance and the ability to successfully defend legal actions are based upon actions and decisions of the Manager, Human Resources.

 

 

Grainger is an Equal Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, gender identity, sexual orientation, disability, or protected veteran status.

 

 


Job Segment: Manager, Regional Manager, Mainframe, Business Manager, Project Manager, Management, Technology

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