Ken Garff Ford Greeley Hiring for Dealership Human Resources Manager Job at Greeley, CO Full Time

TITLE: Dealership HR Manager

REPORTS TO: Regional Human Resources

SUMMARY: This position manages all local Human Resource activities in support of the dealership(s) assigned to include execution of HR strategies, policies and practices that contribute to positive business results. In addition, is a leader for positive employee experiences, and fosters employee engagement through continued support of the Champions and the company brand program(s). Facilitates training as requested via corporate partners, and initiates counseling to help managers proactively manage employee retention and performance.

MAJOR RESPONSIBILITIES:

Employee Experience and Engagement


Oversee monthly brand meeting cycle through a partnership with the GM(s):

• Support the Champions with training and resources to encourage their growth and personal leadership with leading employee engagement and being viewed as a dealership leader; provide guidance and day to day involvement with Champions to facilitate their success in the Champion role
• Lead the Brand Meeting Cycle with the GM(s), inviting employees and leadership to work together to advance the unsurpassed experience through addressing, reviewing, improving and executing approved action plans
• Be a business partner with the GM and other managers throughout the monthly brand cycle offering recommendations, thoughts, and facilitating as needed
• Leading brand training as developed via corporate and regional teams – executing with regional teams as needed
• Leading brand activities that positively impact employee retention and engagement

Promote high employee engagement in the dealership:

• Manage the process to nominate brand worthy employees and decide upon the Driver of Excellence award monthly in the dealership
• Facilitate recognition for Champions who demonstrate the Value and help lead other employees to be aligned with the Brand and Values
• Promote employee recognition regularly with the GM, Department Heads and Dealership Leaders by teaching its importance and guiding managers towards opportunities to demonstrate recognition
• Partner with managers to promote employee career growth and opportunity
• Lead and influence with dealership managers the alignment of the work environment with the Values of Ken Garff
• Recommend and lead initiatives that propel the Brand forward in alignment with the corporate direction and with dealership management

Employee Relations

• Be thoroughly knowledgeable with employment law, Ken Garff polices and employment practices
• Investigate questions and/or complaints; resolving employee relations issues and using each complaint/issue as an opportunity to understand the true root cause and to train towards best practices; collaborate with corporate human resources according to policy and practices
• Coach and train managers to successfully navigate employee relations issues and collaborate with Regional HR according to Garff policies and practices
• Assist managers through each employee separation event influencing a positive outcome for the company and employee
• Understand potential causes of employee issues and work proactively with Regional HR and management team to resolve workplace issues
• Analyze data (Workday, Employee Culture Survey) and lead initiatives with the GM and managers to reduce turnover and promote a more positive work culture

Employee/Manager Development

• Seek to be a continuous learner to exemplify leadership and self-improvement
• Guide and mentor managers to engage and develop people, increasing retention and improved results
• Review employee turnover metrics and assist GM and Department Managers in formulating a plan to reduce and control regrettable attrition
• Provide counseling with managers to guide and influence employee performance outcomes
• Advocate for employee development by engaging in career path discussions when possible and succession plans at the store level
• Facilitate employee and managers training as directed by Regional HR or Corporate HR

Internal Communications

• Assist with internal communication regarding the brand
• Assist with internal communications through dealership Champions when necessary
• Administer employee surveys as directed from corporate and partner with Regional HR and the General Manager to analyze results and implement change as needed
• Share current store events and dealership successes with company Social Media team to post online

Onboarding

• Coordinate and facilitate New Employee Orientation (NEO) utilizing content provided by Corporate teams
• Participate in weekly Dealership Employee Orientation (DEO) with the General Manager and Hiring Manager to ensure new hires receive an exemplary first week experience
• Assist as needed with Garff Onboarding processes (RODE) or other onboarding initiatives sponsored by corporate teams
• Follow up with all new hires at 30/60/90-day mark to facilitate a positive experience and assist managers when needed with challenges

HR Administrative Functions

• Although not a regular duty, the ability to understand payroll process and support automated process if needed
• Be knowledgeable with basics of pay plans and who to contact when issues arise
• Be proficient with benefits to answer questions, provide accurate information and facilitate new hire enrollment
• Ensure new hires adhere to all company standards relative to drug testing, background check, and MVR reporting; coordinate the new hire process with talent acquisition and management to ensure a smooth process for the employee
• Ensure all new hire paperwork is completed within 24 hrs. of start date and according to company policy; manage the I-9 process
• Create and maintain employee files as needed and within compliance procedures
• Ensure all new hire forms are signed or acknowledged
• Facilitate absences and leaves, including FMLA, for each employee using the company leave vendor and established processes
• Complete employee, customer, and automobile injury or accident reports and submit to corporate offices in a timely manner
• Handle unemployment claims either independently or through dealership TPA
• Guide employees through benefit enrollment and answer basic questions/concerns
• Interpret policies and best-known practices to guide employees and managers

Workday

• Become proficient in Workday and assist the management team and employees in becoming successful with its use
• Be proficient in Workday with assigned tasks and be able to train managers and employees as needed
• Be helpful with supporting managers and employees with Workday function and reporting tools

KPIs:

• Turnover Target, 25% or less
• Employee Survey: “Likely to Recommend,” average 4.5 or above
• Zero employment lawsuits and EEOC complaints

Position Requirements:

• Bachelor’s degree preferred
• At least 3-5 years of HR generalist/manager experience; preference for large company and/or retail environment with both hourly and salary employees
• Knowledge and 3-5 years of FSLA experience
• Relevant experience working with pay plans and state laws in a complex environment
• Must have employee relations experience with knowledge of relevant employment law; company employment policies and practices, state case law
• Prefer experience handling employee survey data, focus groups, and open communication meetings
• Presentation experience and a presence that commands respect, attention, and care
• PHR Certification a plus
• Workday experience a plus or similar HRIS with basic data input, running reports, and analyzing data
• Ability to influence leaders through outstanding communications – both oral and written
• Proven ability to take initiative and manage multiple projects
• Have a proven ability to be a credible expert in Human Resources
• Ability to adapt and lead change efforts

• Some knowledge of interviewing and selecting top talent