Delta Railroad Services
Director of Human Resources
Delta Railroad Services, Ashtabula, Ohio, us, 44005
Date Posted:
08/14/2024
Location:
Ashtabula, OH
Salary Interval:
Salary
Pay Range:
N/A
Application Instructions
Click here to apply.
Position Description
The HR Director is responsible for leading and managing all human resource functions for Delta Railroad Services. This includes developing and implementing HR strategies and initiatives aligned with the overall business strategy, managing the recruitment and selection process, overseeing employee relations, benefits and compensation, ensuring compliance with labor laws and regulations, and fostering a positive and productive work environment to develop and retain employees.
Job Responsibilities:
Strategic HR Leadership : Develop and implement HR strategies and initiatives that align with the company's goals and objectives.
Recruitment and Staffing:
Oversee the recruitment, interviewing, selection, and onboarding processes to attract and retain top talent.
Employee Relations:
Manage employee relations issues, including conflict resolution, performance management, and disciplinary actions.
Compliance:
Ensure compliance with federal, state, and local employment laws and regulations.
Training and Development:
Develop and implement training programs to enhance employee skills and knowledge.
Compensation and Benefits:
Oversee the design and administration of compensation and benefits programs.
HR Policies and Procedures:
Develop, implement, and update HR policies and procedures.
HR Metrics and Reporting:
Monitor HR metrics and create reports to inform decision-making.
Health and Safety:
Ensure a safe and healthy work environment by adhering to safety regulations and promoting a safety culture.
Diversity and Inclusion:
Promote diversity and inclusion initiatives to foster a diverse and inclusive workplace.
Budget Management:
Manage the HR budget effectively.
HR Technology and Systems:
Utilize HR technology systems for efficient HR management and operations. Implement and maintain HRIS (Human Resources Information Systems) to streamline HR processes and data management.
Union Relations:
Manage relationships with unions, negotiate collective bargaining agreements, and handle union-related issues and grievances.
Workforce Planning:
Develop workforce plans to meet the needs of ongoing and future construction projects, considering project timelines and labor demands.
Employee Engagement:
Foster a culture of engagement and motivation, implementing programs to improve employee satisfaction and retention.
Physical Requirements and Work Conditions:
Ability to sit, stand, and walk for extended periods.
Available to work outside normal office hours including some weekends as needed.
Domestic travel will be required.
This position is a hybrid role, requiring regular travel to Headquarters and project sites. Specifics to be determined.
Position Requirements
Skill Requirements:
Strong leadership experience working with C-suite and next level leaders as a senior HR level business partner.
Previous experience in designing and implementing HR programs to support organizational goals.
In-depth knowledge of federal and state labor laws and HR best practices.
Ability to diagnose potential issues and design solutions from an HR perspective.
Experience with managing union relations and collective bargaining processes.
Proficiency in HR software and tools – leveraging technology to reduce manual work.
Experience with HRIS and other HR technologies including ATS, Payroll, Timekeeping systems.
Strong problem-solving and conflict-resolution skills.
Excellent interpersonal and communication skills.
Work Experience Requirements:
Minimum of 7-10 years of HR experience, with at least 5 years in a senior managerial or director-level role.
Proven track record of successfully managing HR functions in a dynamic and fast-paced environment (Payroll, Recruiting, Benefits, Compensation).
Experience with a multi-state employer and field based workforce.
Experience in working with unions and negotiating collective bargaining agreements.
Experience in the construction industry, particularly railroad construction, is preferred.
Education Requirements:
Bachelor’s degree in Human Resources, Business Administration, or a related field is required.
Master’s degree in Human Resources, Business Administration, or a related field is preferred.
Professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) is highly desirable.
Equal Opportunity Employer
“We are an Equal Employment Opportunity (“EEO”) Employer.
It has been and will continue to be a fundamental policy of Real not to discriminate on the basis of race, color, creed, religion, gender, gender identity, pregnancy, marital status, partnership status, domestic violence victim status, sexual orientation, age, national origin, alienage or citizenship status, veteran or military status, disability, medical condition, genetic information, caregiver status, unemployment status or any other characteristic prohibited by federal, state and/or local laws.
This policy applies to all aspects of employment, including hiring, promotion, demotion, compensation, training, working conditions, transfer, job assignments, benefits, layoff, and termination.”
#J-18808-Ljbffr
08/14/2024
Location:
Ashtabula, OH
Salary Interval:
Salary
Pay Range:
N/A
Application Instructions
Click here to apply.
Position Description
The HR Director is responsible for leading and managing all human resource functions for Delta Railroad Services. This includes developing and implementing HR strategies and initiatives aligned with the overall business strategy, managing the recruitment and selection process, overseeing employee relations, benefits and compensation, ensuring compliance with labor laws and regulations, and fostering a positive and productive work environment to develop and retain employees.
Job Responsibilities:
Strategic HR Leadership : Develop and implement HR strategies and initiatives that align with the company's goals and objectives.
Recruitment and Staffing:
Oversee the recruitment, interviewing, selection, and onboarding processes to attract and retain top talent.
Employee Relations:
Manage employee relations issues, including conflict resolution, performance management, and disciplinary actions.
Compliance:
Ensure compliance with federal, state, and local employment laws and regulations.
Training and Development:
Develop and implement training programs to enhance employee skills and knowledge.
Compensation and Benefits:
Oversee the design and administration of compensation and benefits programs.
HR Policies and Procedures:
Develop, implement, and update HR policies and procedures.
HR Metrics and Reporting:
Monitor HR metrics and create reports to inform decision-making.
Health and Safety:
Ensure a safe and healthy work environment by adhering to safety regulations and promoting a safety culture.
Diversity and Inclusion:
Promote diversity and inclusion initiatives to foster a diverse and inclusive workplace.
Budget Management:
Manage the HR budget effectively.
HR Technology and Systems:
Utilize HR technology systems for efficient HR management and operations. Implement and maintain HRIS (Human Resources Information Systems) to streamline HR processes and data management.
Union Relations:
Manage relationships with unions, negotiate collective bargaining agreements, and handle union-related issues and grievances.
Workforce Planning:
Develop workforce plans to meet the needs of ongoing and future construction projects, considering project timelines and labor demands.
Employee Engagement:
Foster a culture of engagement and motivation, implementing programs to improve employee satisfaction and retention.
Physical Requirements and Work Conditions:
Ability to sit, stand, and walk for extended periods.
Available to work outside normal office hours including some weekends as needed.
Domestic travel will be required.
This position is a hybrid role, requiring regular travel to Headquarters and project sites. Specifics to be determined.
Position Requirements
Skill Requirements:
Strong leadership experience working with C-suite and next level leaders as a senior HR level business partner.
Previous experience in designing and implementing HR programs to support organizational goals.
In-depth knowledge of federal and state labor laws and HR best practices.
Ability to diagnose potential issues and design solutions from an HR perspective.
Experience with managing union relations and collective bargaining processes.
Proficiency in HR software and tools – leveraging technology to reduce manual work.
Experience with HRIS and other HR technologies including ATS, Payroll, Timekeeping systems.
Strong problem-solving and conflict-resolution skills.
Excellent interpersonal and communication skills.
Work Experience Requirements:
Minimum of 7-10 years of HR experience, with at least 5 years in a senior managerial or director-level role.
Proven track record of successfully managing HR functions in a dynamic and fast-paced environment (Payroll, Recruiting, Benefits, Compensation).
Experience with a multi-state employer and field based workforce.
Experience in working with unions and negotiating collective bargaining agreements.
Experience in the construction industry, particularly railroad construction, is preferred.
Education Requirements:
Bachelor’s degree in Human Resources, Business Administration, or a related field is required.
Master’s degree in Human Resources, Business Administration, or a related field is preferred.
Professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) is highly desirable.
Equal Opportunity Employer
“We are an Equal Employment Opportunity (“EEO”) Employer.
It has been and will continue to be a fundamental policy of Real not to discriminate on the basis of race, color, creed, religion, gender, gender identity, pregnancy, marital status, partnership status, domestic violence victim status, sexual orientation, age, national origin, alienage or citizenship status, veteran or military status, disability, medical condition, genetic information, caregiver status, unemployment status or any other characteristic prohibited by federal, state and/or local laws.
This policy applies to all aspects of employment, including hiring, promotion, demotion, compensation, training, working conditions, transfer, job assignments, benefits, layoff, and termination.”
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