The Director of Human Resources is responsible for driving and supporting human capital strategy and high-value HR processes through all locations in his/her respective territory or workgroup. This includes aligning business objectives with employee management objectives within the assigned territory or workgroup. This position formulates partnerships across the HR function (including COEs) to deliver value-added service to management and employees that reflects the business objectives of the organization. The Director of Human Resources maintains an in-depth level of business literacy about the business unit’s financial position, its midrange plans, its culture, and its competition, and leads a team of Human Resources Business Partners.
The Director of Human Resources is also responsible for providing effective employee relations and service to employees by utilizing excellent problem solving and relationship skills, an in-depth knowledge of human resources generalist concerns, an expertise in policies and procedures, operational leadership skills, and knowledge of company products and services.
In this role, the Director of Human Resources will be the primary point of contact for client group leaders, maintaining a close connection to the business at all times. The Director of Human Resources also develops and executes HR strategy in support of the client’s business objectives, providing expertise and guidance in the areas of culture and change management, strategic coaching, talent assessment and development, succession planning, and performance management.
Business Impact:
This role has an impact on North America Operations. These employees make up the largest number of employees in the organization and thus have a direct impact on the company’s operational and financial performance.
Job Contributions:
- Work closely with the HR team and local business leaders to support the HR Strategy. Help align the HR initiatives to support operational needs.
- Deploy operational, educational, compliance, and developmental programs in the field as directed from various COEs.
- Manage day-to-day HR activities in employee relations, compensation, labor relations, benefits, staffing, training, and succession planning to support operational goals and business objectives.
- Consult with employees and managers to address root causes of issues and resolve through a systematic and analytical approach, including investigations.
- Align global business strategies to HR strategies and initiatives, diagnosing business challenges, exploring alternative solutions and recommending best-fit solutions.
- Manage succession planning below VP levels. Partner with Talent Management COE in managing proper succession and high potential planning in line with the defined strategy and needs of the business.
- Provide HR support in both union and nonunion environments. At our union locations, handle grievances, and assist with dispute resolution, contract interpretation, and collective bargaining. Work with Labor Relations team in preparation for negotiations, preparation of Bargaining Authority documents, and at our non-union locations, drive union avoidance and prevention efforts. Provide support and assistance to the Labor Relations team in coordinating and implementing the company wide labor relations strategy.
- Guide and lead HR team: Play a leadership role in coaching and mentoring the region HR team to ensure that agreed levels of effective service are delivered and that the HR strategy is being executed across the workgroup.
- Partner with Operations on safety and worker’s compensation management.
- Ensure consistent discipline practices and legal compliance – Guide train and direct Business Partners on the execution of HR policies and processes to ensure appropriate legal and corporate compliance.
- Identify compensation issues and recommend solutions.
- Ensure compliance with all Company policies and employment laws.
- Identify problems central to business strategy and forecast potential obstacles to success.
- Analyze workforce-planning data and forecast staffing needs.
- Participate in special projects as needed.
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Education:
- University Bachelor’s Degree or equivalent HR Experience
- PHR/SPHR Certification Preferred
- Seven (7)+ years of experience in an HR Generalist role
- Position requires the highest level of confidentiality and the ability to work effectively with peers. However, the ability to work independently with minimal supervision is necessary. This position has direct supervisory responsibilities over HR Business Partners.
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Skills:
- Strong Leadership Skills
- Strong People Management
- Excellent Verbal and Written Communication Skills
- Detail Oriented
- Financial Management skills
- Analytical skills and ability to work with large files of data
- Strong organizational and prioritization skills
- Working proficiency with technology
- Cross functional HR knowledge
- Strong Business Acumen and knowledge
- Working Knowledge of Labor and Employment Laws
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Competencies:
- Build Talent
- Act Courageously
- Personal Accountability
- Effective Communication
- Drives Collaboration
- Demonstrates Initiative
- Process Excellence
- Passion for Customer Service & Stakeholder Success
- Trust & Integrity
- Uses Insightful Judgement
Salary range between $125,000-$135,000
The Hertz Corporation operates the Hertz, Dollar Car Rental, Thrifty Car Rental brands in approximately 9,700 corporate and franchisee locations throughout North America, Europe, The Caribbean, Latin America, Africa, the Middle East, Asia, Australia and New Zealand. The Hertz Corporation is one of the largest worldwide airport general use vehicle rental companies, and the Hertz brand is one of the most recognized in the world.
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