Regional HR Manager: 24 Hour Fitness

ESSENTIAL DUTIES & RESPONSIBILITIES

1. Strategic partnership with Business

· Build relationship with RVP and District Managers in region so seen as “go to” person on people planning.

· Provide strategic counsel, feedback and coaching on broad ranging issues including business strategy, process, and all people related actions.

· Provide forward-looking counsel, coaching and creative solutions that enhance individual and organizational performance.

· Participate in business leadership meetings as a strategic partner to identify human resource implications (team member development, employee relations, compensation, talent management, performance management and diversity initiatives) relative to business strategies.

· Work systematically to diagnose problems, analyze data, identify root causes and recommend solutions for HR related business issues. Develop creative and innovative solutions for improvement.

· Visit club locations on a regular basis with field leadership and with HR team members to identify trends and issues, provide guidance and coaching to club leaders on all HR related and people related activities.

2. Talent Management / People Planning/Organizational Development

· Work closely with business leaders to help create, implement and manage the people strategies to align with business objectives.

· Co-lead the talent management process in the region to assist in building capability, managing poor performance, and making sound decisions in regards to team member based actions (transfers, promotions, Individual Development Plans).

· Partner with business leaders to develop plans to address short term and long term talent needs for region.

· Develop, monitor, and educate field leadership on staffing methodology, sourcing tactics and selection process to improve the flow, quality, and selection of job candidates.

· Facilitate and/or oversee training on new company programs and HR trainings (staffing/recruiting/interviewing, NHO, harassment prevention, performance management, performance reviews, management development) and other initiatives as needed.

· Develop and implement management practices to ensure organization effectiveness, clear communication, sound employee relations and training and development of team members.

3. Compliance / Investigations / Employee Relations

· Counsel management team regarding compliance with all Federal, State, and local employment laws, and acts as company representative in resolving any agency complaints related to such compliance issues. Works with legal counsel to ensure that location practices comply with federal and state laws.

· Communicate and interpret various Company policies, procedures, laws, standards, and government regulations for team members and managers. Deliver tools and techniques to enable managers to coach their staff and comply with Company policies and programs

· Support management with the disciplinary process and all separations to eliminate potential liability and enhance processes.

· Conduct investigation pertaining to Department of Labor, DFEH, unemployment, harassment and discrimination complaints in accordance with company guidelines as well as directives by company Legal department.

· Provide advice and counsel to team members, managers and regional leadership on employee relation concerns (management style, benefits, compensation etc.) and ensure all issues are resolved ethically and within legal guidelines.. Educate, coach and develop leadership capability to help prevent future issues or concerns. Provide advice and counsel to senior and district level management in all areas of HR and related issues, laws, and programs

4. Leadership and Management of Human Resources Function/Staff

· Supervise and coordinate rollouts and ongoing implementation of company programs in the areas of Employee Relations, Staffing, Compensation, Benefits, Training & Development. Manage or oversee the management of various HR projects/initiatives for region including implementation, communication, training, and evaluation of the project/initiative.

· Provide leadership, act as mentor, and positively influence team member morale.

· Respond to employment related requests. Provide counsel through the interpretation of policies and programs, and guidance and coaching in areas of discipline, payroll, benefits and other employee relation areas. Escalate recommendations to sr. mgmt. as necessary.

· Ensure the administration of on-going employee processes within the region (e.g. performance management, compensation review, benefit enrollment etc) when required.

· Select, train, guide, motivate and develop human resources staff. Analyze performance regularly, in order to build a competent and effective team, capable to perform the duties and achieve objectives.

· Establish objectives consistent to achieve business results, creates performance and developmental plans for direct reports on an annual basis.

REQUIRED QUALIFICATIONS:

1. Knowledge, skills & abilities:

· Knowledge of effective HR practices, methods and processes in all areas including recruiting and selection, compensation and benefits, employment law and employee relations, performance management, and training and development.

· Knowledge of State and Federal laws, regulations and requirements related to HR including ERISA, EEO, LOAs, ADA , Worker’s Compensation, COBRA, Wage & Hour and others.

· Proven ability to develop strategic working relationships with leaders and act as a strategic partner on all people related decisions.

· Thrive in a fast paced and changing environment while maintaining focus on driving and delivering on strategic objectives and executing day to day requirements.

· Works independently setting own priorities and objectives with supervisory consultation.

· Skill focusing on desired results, determining what is important and urgent, clarifying next steps, and delegating effectively to meet deadlines and achieve desired results.

· Ability to maintain highly confidentiality information.

· Ability to conduct investigations using sound HR principles and practices

· Proficient in use of Outlook, Word, Excel and Power Point and HRIS systems.

· Detail-oriented, highly organized and able to manage multiple tasks projects simultaneously while retaining all information.

· Excellent written and verbal communication skills.

· Ability to influence and lead others.

· Ability to exercise good judgment.

· Demonstrated ability to develop and maintain professional working relationships with all levels of the organization.

· Demonstrated abilities in problem solving and conflict resolution.

2. Minimum certifications/educational level:

· Required: Bachelor degree in Business, Human Resources or related field or equivalent experience. Masters degree a plus.

· Preferred: PHR or SPHR certification

3. Core Competencies:

Live the Brand Collaborate Set Direction Build a Great Team

Be an Expert Wow the Member Lead with Passion Innovate

Do the Right Thing Deliver Results Take Decisive Action Influence & Inspire

4. Minimum experience:

· Minimum 7 – 10 years progressive general HR experience, including employee relations & investigations/staffing & recruiting/compensation & benefits/training and development. Minimum 3 – 5 years of people management experience.

· Experience managing large projects and program rollouts preferred

· Experience working with multi-site management preferred.

5. Physical Demands:

· Must be able to travel by car and airplane.

· Telephone usage to communicate with internal and external customers.

· Sitting: frequent sedentary work.

· Viewing computer monitor: average, ordinary visual acuity necessary to prepare documents, enter data into computer system, read reports from a computer monitor

· Keyboarding: use of fingers to make small movements such as typing.

6. Work Environment:

· Work is performed in a normal business office environment. Extended workdays are a frequent occurrence. Frequent travel to different club locations and corporate office locations.