Pennsy Supply Inc Hiring for Human Resources Director Job at Harrisburg, PA Full Time

Job ID: 394781

Pennsy Supply is a CRH company. CRH is the leading vertically integrated supplier of asphalt, aggregates, cement, ready-mix concrete, and paving and construction services in North America. Our 24,100 employees at 1,300 operating locations provide our customers with top-quality, innovative products and services.

Position Overview

The Director of Human Resources is responsible for supporting the development of a highly engaged culture to help drive business success and build relationships with business partners in a collaborative environment. They must be able to think strategically, execute tactfully, and demonstrate strong judgement and handle the most complex and sensitive issues. This individual will serve as the HR management expert providing leadership, communications, and oversight to ensure that the business is in compliance with federal and state regulations. They will develop, manage and lead an HR team of 3 to continue to be integral business partners providing a high level of customer service throughout the organization. As the HR Director, you will be responsible for leading and supporting all aspects of Human Resources, including recruiting, employee training and development, employee relations, and talent management by partnering with local leaders, divisional teams, Division VP of HR, and the Company President to drive both tactical and strategic initiatives across multiple locations at Pennsy Supply. This position will report directly to the Division Vice President of Human Resources and serve on the executive team at the local Operating Company.

Key Responsibilities (Essential Duties and Functions)

The duties and responsibilities include but are not limited to the following:

• Partner with leaders to understand staffing needs and future workforce requirements
• Support recruitment activities and ensure candidates move through the pipeline in a way that develops a positive candidate experience including supporting the employee onboarding and new hire orientation process.
• Collaborate with appropriate stakeholders to plan short and long-term people strategies aimed at embedding our organizational values and attracting, developing, and retaining talent.
• Consult with management across the organization to analyze the learning and training needs of specific departments, cross-functional areas and make recommendations, partnering with L&D.
• Direct, coordinate and support leadership development training programs throughout the organization.
• Lead the talent management strategy, identify focused leadership competencies areas, conduct gap analysis, and collaborate with leadership team to develop a talent pipeline/succession planning and development areas.
• Coordinate and organize annual Talent Review/Succession Planning process and materials.
• Lead the operating company communications strategy, support functional and line of business communications including directing and supporting internal and external communications and community giving.
• Direct and support leaders with pre-boarding to onboarding resources and tools.
• Ability to establish credibility and rapport with stakeholders ranging from hourly employees to executive leaders.

• Assist in identifying and creating development plans for high potentials and successors.
• Oversight of employee relations issues (terminations, performance issues, complaints, lawsuits, discrimination, conflict, counseling, etc.) Counsel employees and/or managers as needed regarding personnel issues.
• Lead the annual performance evaluation & salary review cycles (goal setting, mid-year coaching and year-end reviews). Provide salary information & guidelines to managers.
• Coordinate and implement Talent Management processes such as: SMART Goals, 360 Evaluations, Performance Evaluations, DiSC, and Development Programs (e. g. Mentoring Program).
• Develop staffing strategies to attract top talent, improve bench strength and market Company as a “Best in Class” employer.
• Develops and implements key recruiting strategies with both university and vocational tech recruiting
• Provides guidance and direction to the HR team, establish expectations, goals, and objectives.
• Serve as the primary source for the HR portion of the merger, acquisition and divestiture due diligence, analysis and implementation process.
• Ensures compliance with all legal and government reporting regulations affecting the human resources function (EEO, Affirmative Action, FMLA, ADA, etc.). Directs the preparation of information requested or required for compliance. Acts as primary contact with legal counsel and outside governmental agencies.
• Act as the company EEO Officer responsible for the following duties:
  • Assure diversity in employment
  • Assure legal compliance in hiring
  • Create Equal Opportunity Programs
  • Implement proactive policies
  • Handle Equal Opportunity complaints

• Lead, and support in divisional projects within the HR team.
• Develop and maintain written employee policies and procedures.
• Support local site with various HR, benefit, and payroll related questions and engagement initiatives.
• Support local Inclusion and Diversity strategies.
• Ability to work independently and get work done through others using effective influencing skills, delegation, scheduling, and time management practices.

Other Requirements:

• Display a professional and courteous attitude to co-workers, supervisors, and the general public at all times.
• Support labor relations strategy, partnering with the operational leaders and CRH Labor Attorney’s to drive the union relationships and resolve labor relations issues.
• Must be willing to travel and work away from home when required.
• Must be willing to work nights and weekends when necessary.
• Strict adherence to safety requirements and procedures as outlined in the Manual of Safety Practices and Procedures.
• Excellent communication skills, both oral and written along with strong public speaking and presentation skills.

Supervisory Responsibilities:

Carry out supervisory responsibilities in accordance with the company policies, procedures, and applicable laws. Responsibilities include, but are not limited to:

• Planning, assigning, and directing work.
• Willingness to develop subordinates’ technical and leadership skills and make recommendations for new job opportunities when appropriate.
• Effective management of employee performance through coaching, feedback (written and verbal), rewards, and discipline when necessary.
• Addressing complaints and resolving problems in a timely manner.
• Ability to get work done through others using effective delegation, scheduling, and time management practices.

Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.

Education and Experience

• Bachelor’s Degree in Organizational Development, Business Administration, or comparable discipline or equivalent combination of education and experience. Masters and/or SPHR/PHR/SHRM Certification desired.
• 10+ years working in Talent Management and/or Human Resources.
• Minimum of 5 years working in a HR leadership capacity.
• Proven success in recruiting and talent management leadership.
• Proven project management skills, including facilitation, organizational skills, indirect management, and ability to hold parties accountable for results.
• Proficiency with Microsoft Office products including Excel, Word, and PowerPoint.
• Experience with SuccessFactors and Korn Ferry/Lominger a plus.

Language Skills:

Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. Ability to write routine reports and correspondence. Ability to speak effectively to customers or employees of organization.

Reasoning Ability:

Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.

The statements included in this job description are not intended to be all-inclusive. They represent typical elements and criteria necessary to successfully perform the job. Other duties may be assigned as required. Requirements for this job are subject to modification by the Company and its designees, and reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Competencies

• Drives Results
• Cultivates Innovation
• Attracts & Develops Top Talent
• Collaboration
• Being Resilient
• Drives Vision & Purpose
• Decision Quality
• Strategic Mindset
• Courage

Physical Requirements

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

This chart outlines the physical requirements necessary to perform the duties of this job.

Continuous:

• Stand
• Walk
• Sit
• Fine Motor
• Repetitive Motion
• Right
• Left

Frequently:

• Reach
• Drive

Occasionally:

• Bend
• Kneel
• Squat
• Climb

The employee must occasionally lift and/or move up to 50 pounds.

Continuous:

• 0-10 lbs

Occasionally:

• 10-25 lbs
• 25-50 lbs

Not Applicable:

• 50-100 lbs

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee regularly works in an office environment. The employee continuously works with others.

The noise level in the work environment is usually loud.

This chart outlines the potential work environment the employees may be exposed to while performing the duties of this job.

Continuous:

• Working with Others

Occasionally:

• Hot Weather
• Cold Weather
• Wet Weather
• Exposed to Noise
• Exposed to High Heat

What CRH Offers You

• Highly competitive base pay
• Comprehensive medical, dental and disability benefits programs
• Group retirement savings program
• Health and wellness programs
• A culture that values opportunity for growth, development, and internal promotion

About CRH

CRH has a long and proud heritage. We are a collection of hundreds of family businesses, regional companies and large enterprises that together form the CRH family. CRH operates in a decentralized, diversified structure that allows you to work in a small company environment while having the career opportunities of large international organization.

If you’re up for a rewarding challenge, we invite you to take the first step and apply today! Once you click apply now, you will be brought to our official employment application. Please complete your online profile and it will be sent to the hiring manager. Our system allows you to view and track your status 24 hours a day. Thank you for your interest!

Pennsy Supply, a CRH Company, is an Affirmative Action and Equal Opportunity Employer.

EOE/Vet/Disability-If you want to know more, please click on this link.