Human Resource Manager job in Clive, Iowa, HR Manager opening with Stew Hansen Buick GMC.

Stew Hansen Buick GMC
9060 Hickman Rd
Clive IA 50325

This role oversees all local Human Resource functions for the assigned dealership(s), implementing HR strategies, policies, and practices that drive positive business outcomes. It also champions positive employee experiences and engagement, supporting the company’s brand program(s). Additionally, it coordinates training through corporate partners and provides counseling to assist managers in actively managing 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 by providing training and resources to foster their growth and leadership, enhancing employee engagement and establishing them as leaders in the dealership. Offer guidance and daily support to Champions to ensure their success in their roles.
• Lead the Brand Meeting Cycle alongside the GM(s), bringing together employees and leadership to enhance the exceptional experience by addressing, reviewing, improving, and implementing approved action plans.
• Serve as a business partner to the GM and other managers throughout the monthly brand cycle, offering recommendations, insights, and assistance as needed.
• Conduct brand training as developed by corporate and regional teams, collaborating with regional teams when necessary.
• Initiate brand activities that have a positive effect on employee retention and engagement.

Promote high employee engagement in the dealership:

• Oversee the nomination process for brand-worthy employees and make decisions regarding the monthly Driver of Excellence award at the dealership.
• Encourage acknowledgment of Champions who exemplify the Values and guide other employees towards alignment with the Brand and Values.
• Consistently advocate for employee recognition in collaboration with the GM, Department Heads, and Dealership Leaders by emphasizing its significance and identifying recognition opportunities.
• Collaborate with managers to enhance employee career development and prospects.
• Direct and persuade dealership managers to ensure the work environment reflects the Values of Ken Garff.
• Suggest and spearhead initiatives that advance the Brand in accordance with corporate strategies and dealership management.

Employee Relations

• Possess comprehensive knowledge of employment law, Ken Garff policies, and employment practices.
• Investigate inquiries and complaints; resolve employee relations issues by using each case as an opportunity to identify the true underlying cause and to educate towards best practices, while collaborating with corporate human resources in line with policies and practices.
• Guide and educate managers to effectively handle employee relations issues in cooperation with Regional HR, adhering to Garff’s policies and practices.
• Support managers during each employee separation event to ensure a favorable outcome for both the company and the employee.
• Recognize potential sources of employee concerns and proactively work with Regional HR and the management team to address workplace issues.
• Examine data from Workday and Employee Culture Surveys, and spearhead initiatives alongside the GM and managers to decrease turnover and foster a more positive work environment.

Employee/Manager Development

• Strive to be a lifelong learner to demonstrate leadership and personal growth.
• Mentor managers to foster engagement and develop talent, thereby enhancing retention and performance.
• Analyze employee turnover data and collaborate with the General Manager and Department Managers to devise strategies to minimize and manage regrettable turnover.
• Offer guidance to managers to shape and impact employee performance.
• Champion employee growth by participating in career development conversations and planning for succession at the store level.
• Conduct training for employees and managers as instructed by Regional or Corporate Human Resources.

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

• Understanding the payroll process and supporting automated systems as needed is an occasional but essential duty.
• It’s important to be familiar with the basics of pay plans and the appropriate contacts for arising issues.
• Proficiency in benefits is necessary to address questions, provide accurate information, and assist with new hire enrollments.
• Ensuring new hires comply with company standards for drug testing, background checks, and MVR reporting is crucial; this includes coordinating the new hire process with talent acquisition and management for a seamless employee experience.
• All new hire paperwork must be completed within 24 hours of the start date in accordance with company policy, including managing the I-9 process.
• Creating and maintaining employee files in compliance with procedures, ensuring all new hire forms are signed or acknowledged, facilitating absences and leaves, including FMLA, through the company leave vendor and established processes, are all critical tasks.
• Additionally, completing and submitting employee, customer, and automobile injury or accident reports to corporate offices promptly, handling unemployment claims independently or through the dealership TPA, guiding employees through benefit enrollment, answering basic questions and concerns, and interpreting policies and best practices to advise employees and managers are all integral parts of the role.

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:

• A Bachelor’s degree is preferred. Candidates should have at least 3-5 years of HR generalist/manager experience, ideally within a large company or retail environment that includes both hourly and salaried employees.
• Applicants must possess knowledge and 3-5 years of experience with FLSA.
• Experience with pay plans and state laws in a complex environment is required.
• Candidates must have employee relations experience, including knowledge of relevant employment law, company employment policies and practices, and state case law.
• Experience with employee survey data, focus groups, and facilitating open communication meetings is preferred.
• The role requires presentation skills and a presence that commands respect, attention, and care.
• Experience with Workday or a similar HRIS for basic data input, report generation, and data analysis is a plus.
• The candidate must be able to influence leaders through outstanding oral and written communications, take initiative, manage multiple projects, and be a credible expert in Human Resources.
• The ability to adapt and lead change efforts, as well as some knowledge of interviewing and selecting top talent, is necessary.
• A PHR Certification is considered an advantage.

***YOUR INCOME RANGE MAY VARY BASED ON YOUR EXPERIENCE***

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