Director Hr Compliance And Employee Relations

Description
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The Director of HR Compliance and Employee Relations will design and implement programs, policies and practices to ensure compliance with federal, state, and local regulatory requirements. Related to this, the role will oversee the policies, procedures, and programs of the Employee Relations function. This position will work closely with Total Rewards, HRBP's and Legal and handles discipline and termination of employees in accordance with company policy. This role reports into the Vice President of People and Business Operations and a key and critical component of this role is to provide governance, structure, and discipline behind common HR processes across a decentralized diverse employee population base. They need to enable creating systems and programs that work from the warehouse floor to the corporate headquarters.
Supervisory Responsibilities:

• Manages an Employee Relations Manager
• Manages a Shared Service Associate.

Responsibilities: Main responsibilities and tasks will include the following:

• Provide expertise and knowledge to meet internal and external regulatory requirements and work with key stakeholders such as Legal, Safety, IT, Marketing, etc.
• This position will remain well-informed on industry trends and will be active within the professional HR community where possible and will challenge the organization to continually develop best practices within HR and business operations.
• Ensure that HR Processes are developed and performed in compliance with all legal and organizational requirements, standards, and procedures. Partner with internal General Counsel to review progress against compliance standards.
• Manage and coordinate HR Service Center programs within the framework of the Company's established policies and standards. Manage the daily activity of the HR Service Center staff while they respond to HR related questions. Respond to escalated issues and appeals. Act as a liaison with HRBPs and teams. Provide reports upon request.
• Review current work and determine ways to improve workflow, case management and future self-service technologies to optimize efficiency and enhance effectiveness. Determine well defined performance indicators and service level agreements.
• Provide data insights and workforce analytics to share insights on organizational health and to utilize in HR Planning.
• Build formal HR Governance structures and metrics that are well defined and supported by the business and HRBP's.
• Stand up a centralized Employee Relations function. This role will help create the process and discipline behind conducting investigations and standardizing progressive discipline and Employee Relations processes. Will work with HRBP team to identify SLA's, and RASCI's for these processes.
• Maintain and expand knowledge and understanding of existing and proposed federal and state laws/regulations affecting human resource management. Identify trends that could affect organizational objectives and/or operational resources. Interpret appropriate laws and policies and advise management, employees and retirees accordingly.
• Ensures HR COE's provide active governance over suppliers and service providers to ensure superior implementation of technology, upgrades, updates, defect resolution and project implementations.
• Performs other related duties as assigned.

Requirements: Specify the necessary qualifications, skills, and experience required for the role. Matches the Job Architecture Level Descriptors - and specific to functional area.

• At least six years of related experience required, including three years of management experience.
• SHRM-SCP preferred.
• Extensive knowledge of federal, state and local employment regulations, HR regulations, policies and procedures.
• Strong presentation skills and collaboration with other departments
• Strong Technology and Data Analytics Competencies. Must be able to tell a story with data. Prior experience identifying and launching an HRIS System preferred.
• Must be adept at change management and project management skills.
• Must like an environment that is entrepreneurial and willing to build from the ground up.
• Excellent verbal and written communication and interpersonal skills.

Education and Experience:

• Requires a bachelor's degree. Master's Degree preferred.
• Minimum of 6-years in Human Resources, HRIS, Comp/Benefits, and Analytics.
• Must have spent time building Compliance and Policies for the organization.
• Experience with building Employee Relations and Compliance Processes.

Technology Skills: List the essential technical and soft skills required to perform the job effectively.

• Calendar and scheduling software - Microsoft Outlook, Kronos
• Microsoft Excel: Expert in analytics, data management, pivot tables, formulas
• Electronic mail software - Microsoft Exchange; Microsoft Outlook
• Office suite software - Teams, Microsoft Office, PowerPoint, Word, Google Suite, Microsoft List, Microsoft Planner
• Video conferencing software - Microsoft Teams

Work Environment:

• Sedentary work under a hybrid schedule - 3 days a week in office.
• Ability to work extended hours as needed.
• Ability to work weekends and holidays as needed.

Who We Are: Company Overview: Give a brief description of the organization, its mission, values, and culture. This the same for all Jobs and included in posting up front for exempt level roles, at end for non-exempt.
BALDOR HISTORY:
When Louis Balducci rented a pushcart for $5.00 a week in 1918, little did he know that he was laying the foundations for Baldor Specialty Foods. In 1946, Louis opened a fruit stand called Balducci's Produce in Greenwich Village that flourished into a beloved specialty food shop. Food writer James Beard was a regular customer and noted that Balducci's always sold "the best of the best, at the right price."
A family business from the start, the company employed numerous family members including son-in-law, Kevin Murphy. Murphy ran Balducci's wholesale division, Baldor, so passionately that the Balducci family encouraged him to establish the business as an independent entity in 1991. Over the next decade, Baldor sustained continuous growth while maintaining the standard of excellence that made Balducci's a success. The company cemented its reputation for sourcing expertise after introducing blanched frisee to the American market. Murphy named it "Circus Frisee" after famed restaurant Le Cirque.
Today, Baldor is the leading importer and distributor of fresh produce and specialty foods in the Northeast and Mid-Atlantic regions. The company is headed by Kevin's son, T.J. Murphy, C.E.O. Under his leadership, Baldor remains committed to customer service, quality and innovation.
Baldor Specialty Foods has a long legacy of quality, consistency and service. Under the leadership of the former Owner and Chief Executive Officer, Kevin Murphy, President Mike Muzyk joined Baldor in 1996 and today works closely with Kevin's son, TJ Murphy, who has been the Owner and Chief Executive Office since 2013. Under the leadership and partnership of TJ and Mike, in the last seven years, Baldor has achieved consistent double-digit growth in addition to geographic, category, product and channel expansion.
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