BlueGrace Logistics

Director of HR Operations - Riverview, FL

Job Locations US-FL-Riverview
Job ID
2022-3086
# of Openings
1
Category
Employee Relations
Position Type
Full-Time

Job Summary

About the role and about you

The Director of HR Operations and Total Rewards will be an innovative leader and business partner who will closely collaborate with key organizational leaders and C-Suite to ensure that what happens in the workforce is always connected to its impact on business results. The successful candidate will create collaboration and consensus across the senior leadership team, reporting and analytics team, the HR community, FP&A, IT and the business in regard to performance analytics, including communication of performance results to stakeholders. They explain findings from the data and translate recommendations.

 

Where you’ll work

  • Tampa, FL

Who you’ll report to

  • Chief People Officer

What you’ll do

 

Talent Management

  • Collaborate with executive leadership to define the organization’s long-term mission and goals; identify ways to support this mission through talent management.
  • Develop and execute a strategic workforce plan along with a people strategy to advance critical business imperatives and drive the attraction, development, and retention of our talent.
  • Collaborate with the FP&A team to lead HR strategic workforce planning, forecast and scenario modeling based on current business levels and future growth plans.
  • Identify key performance indicators for the company's human resource and talent management functions; assesses the organization’s success and market competitiveness based on these metrics
  • Own and facilitate talent processes for the organization, including developing a deep understanding of key talent; facilitating talent sharing efforts across functions, departments, teams, etc., to create talent development opportunities
  • Develop, implement, and oversee the company's performance management system to effectively align yearly company objectives with departmental and individual goals
  • Drive and execute succession planning within the organization, focusing on critical roles, developing talent maps and re-enforcing follow up on development plans and actions
  • Partner with the HR team on key people initiatives to include employee engagement talent assessment, talent development, leadership development, succession planning, diversity, equity and inclusion, organizational effectiveness, and performance management
  • Supports business with career pathing

People Analytics

  • Promote a data-driven culture by managing performance analytics governance, ensuring all projects are prioritized by business value and aligned with other analytics projects in the organization.
  • Support C-Suite in the creation and communication of performance results for stakeholders.
  • Works across all departments to achieve company-wide alignment on KPIs and work with them to bring in business outcome data rapidly to the performance analytics solutions and show the workforce contribution to business outcomes.
  • Partner with the HR team on key people initiatives to include employee engagement talent assessment, talent development, leadership development, succession planning, diversity, equity and inclusion, organizational effectiveness, and performance management
  • Weekly headcount reporting
  • Staffing metrics and performance

BG University

  • Develop and provide leadership development opportunities across the organization to improve the leadership effectiveness equation
  • Responsible for leadership development programs
  • Reporting
  • Responsible for BlueGrace University, Learning Development including ownership of the Learning Management System (LMS), creating skill development courses, e-learning, etc.

Compensation Program Management:

  • Ensure compliant and efficient payroll policies and procedures are carried out by the team
  • Manage annual compensation processes and the related design, preparation, implementation, and follow through
  • Design infrastructure and processes to set and maintain an effective, equitable compensation and total rewards strategy, engaging stakeholders such as HR Business Partners, Talent Acquisition, and executive leadership
  • Analyze pay data to generate shareable insights and recommendations, implement/maintain controls for strategy and guidelines (e.g., audit appropriate pay code utilization), compliance and equity, and support ad hoc report and/or data requests from leadership
  • Provide and oversee compensation-related services, including management of external benchmarking reports, salary band review and assignments, and salary band conversations with stakeholders
  • Serve as a Subject Matter Expert for compensation, providing/approving salary offer recommendations and guidance
  • Develop, oversee, and ensure strong execution of compensation communication strategy (within Total Rewards communications strategy), driving to achieve key objectives (e.g., baseline understanding, setting equitable, competitive salaries)
  • Partner with HR to provide user-friendly technology tools and resources (e.g., compensation change business processes, total rewards statement)
  • Stay abreast of and ensure compliance with evolving Federal and state compensation-related legislation
  • Provide thought partnership to the HR Business Partner and Talent Acquisition on compensation strategy and overall Total Rewards strategy

Benefits Program Management:

  • Work with benefits vendors, as needed, to design and deliver market-leading benefits programs, manage the annual benefits renewal process, and evaluate the effectiveness of programs
  • Help ensure benefits communication campaigns and messaging are effectively developed with compensation communications and overall Total Rewards messaging
  • Support quality, compliant benefits program management across all offerings
  • Support upgrades to and the overall effective functioning of key programs (e.g., Leave of Absence administration), in partnership with relevant resources
  • Stay current with best practices and trends; present findings and alternative solutions that are cost-effective and consistent with core values, mission, and compensation philosophy
  • Stay abreast of and ensure compliance with evolving Federal and state benefits-related legislation
  • Ensure compliant and consistent compensation and benefits administration occurs in all relevant systems, in partnership with and other team members
  • Ensure that HR systems, databases, and records accurately capture benefits and compensation records, changes, information etc. in a clear, compliant manner
  • Ensure HRIS improvements are regularly occurring, and Total Rewards reporting, and analytics are readily available, as needed by the business

Corporate Projects

  • Execute project structure changes when needed (names of departments, naming conventions in ADP, Intranet, Active Directory and ultimately financial repring)
  • Board meeting communication project management
  • Executive summit planning

What you’ll need

  • Bachelor degree
  • 10+ years of human resource management experience
  • Entrepreneurial mindset
  • Compensation & benefits, talent management, and business partner experience required
  • Experience working in a high-growth startup environment is desired
  • Experience in shaping innovative business-focused talent programs
  • Passionate about cultivating talent and their ability to achieve top performance
  • Excellent verbal and written communication skills
  • Excellent interpersonal and conflict resolution skills
  • Excellent organizational skills and attention to detail
  • Strong analytical and problem-solving skills – analytical thinker with creative tendencies
  • Possess a sense of urgency and attention to detail
  • Strong supervisory and leadership skills
  • Knowledge of and experience with ADP WorkForce Now (HRIS)
  • Proficient with Tableau, Microsoft Office Suite or related software
  • Knowledge of Total Rewards administration
  • Reporting and analytics skills, plus Excel knowledge required
  • Demonstrated success in creating strategic plans and managing stakeholders to achieve and sustain business improvement and results
  • Inclusive and supportive program management skills
  • Experience in managing senior-level stakeholder relationships both internally and externally
  • Active listener, able to see all sides of an issue and balance policy/process with solutions mindset
  • Ability to leverage data to drive decision-making and action
  • Demonstrated experience in creating, improving, and streamlining processes
  • Understanding of how to lead, communicate and implement organizational change
  • Sound judgment and the ability to handle sensitive and confidential information with discretion

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