Regional Supervisor, HR Business Partner

Position Description:

The Regional Supervisor of HR Business Partners (HRBPs) leads a region of HRBPs and Employee Relations Specialists in designing and administering proactive programs to support business growth, a high-performance culture, a strong employer reputation, and employee engagement for Goodwill of Central and Northern Arizona (GCNA) and its affiliated entities. This role works closely with the Manager, Employee Relations to minimize risk and negative exposure by ensuring efficient and timely resolution of all employee relations complaints and investigations. This role ensures that each HRBP becomes a strategic, innovative partner with business area leaders to solve problems and leverage opportunities. This role achieves goals through leadership, creativity, planning, collaboration, and communication. This is a working leader role that leads a region of HRBPs and Employee Relations Specialists but also works directly with assigned client groups.

Essential Duties and Responsibilities:

• Reduces risk and ensures compliance with all Federal, State and local regulations relating to employment such as Fair Labor Standards Act, National Labor Relations Act, Family and Medical Leave Act, Americans with Disabilities Act, and Equal Employment Opportunity Commission (FLSA, NLRA, FMLA, ADA, EEOC), etc.
• Works closely with the Sr. Manager, Talent Management to develop and implement operational plans (including clear goals and success metrics) for HRBP, and Employee Relations Specialist Team.
• Partners with the Sr. Manager, Talent Management to develop strategies that enable business goal achievement.
• Analyzes Team Member trends and metrics to identify, propose, and lead initiatives to close gaps or take advantage of opportunities. Works closely with business area leaders to ensure appropriate business alignment and value.
• Proactively reviews analytics regarding people matters, including but not limited to turnover and retention; ensures the team provides appropriate intervention and/or corrective action such as training opportunities to drive Team Member growth and development, and Team Member production and retention, while lowering turnover.
• Works with the Manager, Employee Relations to proactively review analytics regarding ER matters.
• Ensures the Employee Relations Specialist Team provides appropriate review and approval for corrective action, incoming calls, and tickets.
• Responsible for appropriate management of assigned budget.
• Develops and maintains strong working relationships with HR leadership, with other HR Team Members, and with all levels of assigned client groups (leaders and Team Members).
• Works with business leaders as part of a team on organization design and any restructuring efforts for client groups.
• Collaborates with leadership in problem solving, in pursuit of organization and team goals.
• Builds relationships across the organization to ensure trust, confidence and credibility remain intact.
• Collaborates with Sr. Manager, Talent Management to serve as escalation point of contact for leadership and Team Members regarding HR-related concerns.
• Develops and administers projects related to people goals such as exit and stay survey processes.
• Serves and leads HRBP and Employee Relations Specialist Team to be HR Ambassadors by managing multiple HR initiatives designed to ensure a productive and fast-paced work environment.
• Develops and administers training related to Team Member goals, and Team Member growth and development with an ultimate goal to drive Team Member productivity and retention.
• Reviews and resolves complex performance management team member issues.
• Oversees duties of the HRBP and Employee Relations Specialist Team.
• Travels to Company locations as needed.
• May perform duties after hours or on weekends.
• Builds a high-performing team through developing and implementing operational plans including clear goals and success metrics.
• Works with HRBP Team to advise and coach all levels of leadership within assigned client groups in the following areas: performance management, leadership development, talent management, compensation, Team Member engagement, retention, succession planning, rewards, and recognition.
• Partners with HR areas and business area leaders to reduce risk and ensure compliance with all federal, state and local laws and regulations relating to employment (such as FLSA, FMLA, ADA, EEOC).
• Stays abreast of employment law updates.
• Responsible for performance management (coaching, discipline, performance improvement plans, and annual reviews), staffing, compensation, and development of Team Members.
• Plays critical role in driving company culture change efforts and change management processes.
• Models Goodwill Core Values – Trust, Collaboration, Engagement, Ownership, and Innovation.
• Maintains regular and consistent in-person attendance.
• Performs other related duties, as assigned.

Minimum Qualifications (Education, Experience, Skills):

• Bachelor’s degree or equivalent work experience in Human Resources, Business, Finance, or another related field, preferred. High School degree or GED required.
• Two (2) or more years of prior leadership experience (project management experience qualifies).
• Customer-focused orientation with strong communication skills and the ability to function as an effective and respected partner to internal clients.
• Ability to speak and read English proficiently.
• Proven ability to be analytical and handle confidential and sensitive data effectively.
• Proven ability to lead process improvement for human capital and/or operational issues.
• Working knowledge of current state and federal rules and regulations regarding employment.
• Superior client services skills with the ability to work collaboratively with organizational teams.
• Strong analytical and problem-solving skills, with strong attention to detail.
• Demonstrated ability to manage and prioritize multiple processes with minimal supervision.
• Demonstrated ability to explain difficult issues and information clearly, ensuring communication is understood.
• Demonstrated ability to effectively and responsibly manage projects for superiors within the scope of professional area.
• Demonstrated ability to lead, coach, train, and motivate others.
• Proficient with Microsoft Office Suite.
• Valid drivers' license and clean MVR.
• Ability to pass a background check and drug screen, where applicable for position.