SPECIFICATIONS – regional human resource manager

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WATco Companies, inc.

regional human resource manager

POSITION SPECIFICATIONs

CLIENT

Our client, WATCO Companies, Inc. (WCI) is a transportation company that offers a wide-range ofrailcar services. Subsidiary, Watco Terminal and Port Services (WTPS) is a rail-centered transloading, warehousing and intermodal division of the Watco Group. The transloading division operates seven warehouses throughout the country. They also operate several transloading facilities and specialize in loading and unloading railcars and moving commodities to their next destination.

Founded in 1983 by Charles R. (Dick) Webb. Watco is composed of three divisions; transportation, mechanical and transloading. WCI is the owner of Watco Transportation Services, Inc. (WTS), who operates 23 short line railroads in 18 states and is one of the largest short line railroad companies in the U.S. As of July 2010 they operate on 3,500 miles of leased and owned track. Also lumped under transportation is the contract switching that the company provides service for 23 customers. This is the service that Watco originally offered before branching out into other areas.

We are seeking a Regional Human Resource Manager who possesses a full complement of functional generalist experience. A true “roll up your sleeves” talent experienced in ramping-up remote locations and working side-by-side with field operations and management.

Geographically, the position will be located in our regional office in Minot, ND and will support multiple locations across the state of North Dakota and Canada. Relevant websites that provide meaningful information about the region are as follows:

Williston North Dakota Chamber of Commerce

Williston Convention & Visitors Bureau

City of Minot

Minot Area Chamber of Commerce

RESPONSIBILITIES

The Regional Human Resources Manager (the “Manager”) will report to the Director of Human Resource and will be responsible for leading, developing and implementing the company’s regional human resource programs to support the continued growth and success of the business. S/he will partner with the business team to drive human resource strategies, policies and practices in the areas of employee relations, including recruiting, talent management, compensation, diversity, benefits, training and workforce planning.

The Manager will serve as an active resource with accountability for organizational and personnel development, selection/recruitment, compensation and benefit structures, corporate communications, recognition and reward programs, and insurance administration (inclusive of a captive worker’s compensation plan), and HR compliance. In conjunction with the operating company management, the Manager will provide HR support to the operating unit and ensure compliance with corporate human resource policy and procedures. Regular travel to the company’s facilities is a requirement of this position. More specific duties of this position will entail:

This “hands-on” position will oversee all regional employee relations matters by ensuring supervisors and managers demonstrate the ability to handle employee disputes, performance improvement actions and disciplinary actions; as well as lead performance management processes for the region. In general, the Manager will administer policies to all phases of human resource activities by performing the following duties:

Maintains knowledge of regional legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance.

Works with managers to identify specific hiring needs of each location.

Interfaces with the Front-Line Manager in the applicant identification, interview, and selection process when filling vacant positions.

Promotes Human Capital Management Systems implementation, training, and maintenance involving Applicant Tracking System, Performance Management System, Learning Management System, Succession Planning, and Career Development.

Keeps records of benefits plans participation such as insurance and 401(K) plan, personnel transactions such as hires, promotions, transfers, performance reviews, and terminations, and team member statistics for government reporting.

Trains management in interviewing, hiring, terminations, promotions, performance review, safety, and sexual harassment.

Advises management in appropriate resolution of team member relations issues.

Responds to inquiries regarding policies, procedures, and programs.

Administers performance review program to ensure effectiveness, compliance, and equity within organization.

Administers benefits programs such as life, health, dental and disability insurances, 401(K), vacation, sick leave, leave of absence, and team member assistance.

Assists Corporate Legal Counsel with Risk Management and Worker Compensation issues.

Prepares team member separation notices and related documentation, and conducts exit interviews to determine reasons behind separations.

Conducts exit interviews and annual team member satisfaction surveys.

Must be able to travel 50-60% or as required to deliver human resource training

Immediate objectives for this position will be to acclimate into the company and its culture. As for intermediate goals, the Manager will be asked to appropriately set expectations and provide feedback; coach and develop managers; define and establish culture; and examine the company’s existing performance management program for key employees and to propose refinements and changes for improvement.

EDUCATION AND EXPERIENCE

  • A bachelor’s degree is highly preferred. SPHR credentials will be viewed favorably.
  • A minimum of five to seven years of experience demonstrating technical competence in multiple disciplines (employee relations, policies & procedures, compensation, benefits, training, recruitment & selection, HR planning, worker's compensation, safety, etc.) is necessary.
  • In addition to being technically sound from a generalist HR perspective, candidates must possess experience working closely with business leaders to implement critical initiatives and meet corporate objectives. Examples will be sought.
  • Given the nature of the business, experience originating from an entrepreneurial, privately held, family-owned environment is required.
  • Union background is strongly preferred.
  • Well-developed experience in compliance matters will distinguish more sought after candidates.
  • Candidates should possess experience working in a multi-plant, matrixed organization.

PERSONAL CHARACTERISTICS

  • A true “roll up your sleeves” talent who is not afraid of working in the field, side-by-side with frontline managers.
  • Strong operational focus, analytic ability and execution skills with good judgment and a highly organized professional manner.
  • Outstanding interpersonal skills. An extroverted team player who projects an open and trustworthy communication style with all constituencies – someone who takes pride in “knowing every employee by name.”
  • Must possess a well-rounded business acumen in order to participate in senior-level decision making and problem solving as required from time to time by the business.
  • Intuitive and insightful – able to “read” people - must possess a high level of emotional intelligence (i.e., “EQ) and be able to work up and down the organizational chart in an effective manner.
  • A hybrid who can think strategically and act tactically.
  • 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.
  • Flexible and adaptable personality traits are required – someone who is “comfortable in their own skin” and is not overly formal.
  • Unquestioned integrity, ethics, and values are required.
  • Strong influencing skills with an ability to establish instant credibility without overstepping agreed to boundaries.
  • Well established coachingattributes with an open, clear and collaborative approach to integrate policies and procedures.
  • Individual should be process and project management oriented, yet flexible.
  • High energy and drive and a work ethic beyond the norm in order to manage the HR function well while proactively instituting changes for the betterment of the organization.
  • A proactive self-starter and results-oriented mentality that is able to wear a multitude of hats – and enjoys doing so.

COMPENSATION

Compensation will consist of a base salary and bonus opportunity and will be market-based, corresponding to the experience level, credentials, and personal characteristics of the candidate. A full range of employee benefits will be offered to the successful candidate. Industry standard relocation expenses are reimbursable and will be tailored to the successful candidate’s needs.

NON-DISCRIMINATION

Our client and EFL Associates firmly support the principle and philosophy of equal opportunity for all individuals, regardless of age, race, gender, creed, national origin, disability, veteran status or any other protected category pursuant to applicable federal, state or local law.

EFL ASSOCIATES

11440 Tomahawk Creek Parkway

Leawood, KS 66211

Phone: 913.234.1560

FAX: 913.458.5522

Karen C. Fenaroli, Vice President, CPA

Email:

Leslie Weaver, Senior Associate

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