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Director, Human Resources
United Airlines
Chicago, IL, United States
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Director, Human Resources (L2)-UGE
Description
United Ground Express (UGE), a subsidiary of United Airlines, supports airline customers and flights at many airports across the United States. We assist customers from the moment they arrive at an airport through departure to their next destination. UGE is growing to expand to specific airports across the continental United States.
A job with United Ground Express will provide you with an exciting, fast-paced environment, the chance to leverage existing skills and learn new skills, and an opportunity to grow a career in the airline industry.
And to top it all off, you will get travel privileges through United Airlines, giving you access to one of the world’s most comprehensive global networks.
Director, Human Resources (L2)
Overview
Establish and maintain strong partnerships with President and senior leaders in the company to implement HR and operational business strategies, issues and outcomes. Liaise between management, legal, and corporate regarding local employment compliance issues. Responsible to the President United Ground Express for all areas of HR implementation and support. Develops proactive and strategic measures in providing leadership, support, and guidance to the subsidiary. Collaborates and partners with senior leaders, and business partners on the implementation of HR strategies, issues, and actions. Interacts with applicable union leadership on behalf of represented co-workers related to contracts, and work rules. Manages any grievance or other dispute resolution processes for the covered and non-represented workgroups. Strong dependencies with all corporate and operating groups within United Ground Express.
Responsibilities
The individual in this position will function as the strategic HR Partner to United Ground Express. This role must establish and maintain strong business partnerships with the leadership and employees at all levels. Partner with and provide HR guidance and support to local business partner leadership in various corporate and divisional objectives implemented in the subsidiary including but not limited to, workforce planning and development, organizational development and performance, staffing, downsizing, HR employment practices, rewards and recognition strategies, diversity, employee relations and succession planning.
Workforce Planning:
• Works directly with senior leadership in designing and planning org structure and change management, organizational development and performance. Analyzes trends and metrics to develop organizational solutions, programs and policies for maximizing UGE’s performance
Talent Management:
• Talent/Staffing/Succession Planning - Works directly with UGE leadership in identifying talent and appropriate staffing levels
• Works with UGE leadership in developing employee growth strategies and plans that will support the growing business, including training and career management
• Recruitment – Develops innovative recruiting strategies and plans to support UGE’s business needs
• Manages outside support resources in deployment and the ongoing process of recruiting and maintaining the talent pipeline, including testing, clearances and relocation
• Performance management – Develops and supports UGE leadership in the development and deployment of performance tools and metrics
• Directs the application of the performance management process including planning and review, performance improvement planning and counseling, and progressive discipline
Benefits:
• Oversight for all aspects related to Vendor Management, Administration and yearly enrollment process:
Compensation:
• Develops, implements and revises compensation plan
• Provides expertise in the areas of benefits and works with third party providers on the ongoing support of benefits administration
• Recommends timing and content for annual compensation adjustment and merit increase program to UGE leadership
Travel:
• Oversight and administration of Employee Pass Travel and including policies
• Training – Supports UGE operations in recommending, evaluating and monitoring training programs
• Rewards and recognition - Oversees rewards and recognition for UGE employees working closely with senior leadership
• Provides recommendations for reward and recognition programs to UGE Leadership
• Diversity – Supports UGE in creating and fostering a diverse work culture
• Policies and Procedures - Supports all areas of HR policies and procedures including but not limited to Workers Comp, FMLA, ADA, EEO, EAP, employee appeals, mediations, settlement agreements, conflict resolution, and drug & alcohol programs
• Manages grievance or other dispute resolution processes for covered and non-represented workgroups
• Provides strategy for handling these areas internally or externally through third party agreements
Corporate Programs and Compliance:
• This role will provide technical expertise and training as needed to the management regarding the application and execution of corporate guidelines, policies, and administrative activities
• Manages, coordinates and oversees all aspects of Human Resources procedures in compliance with corporate policies and employment law
• Conduct internal investigations, document findings/recommendations in accordance with established policy and recommend resolutions to management
• This position will liaise with the various related Counsels in the Legal Department and the Employment Compliance group regarding employment compliance issues
• Responsible for counseling employees on personal and policy matters
• Interact and coordinate with the various HR Centers of Excellence in order to assist business partners and employees
• Assist with the development, implementation, management, and success factors of divisional and corporate recognition programs
Labor/Management/Employee Relations:
• Responsible for the Divisional execution of all applicable Collectively Bargained Agreements (IAM) (if applicable) between the Unions covering the hourly employees
• Responsible for employee relations for all management and administrative employees in the Company
• Required to establish and maintain strong partnerships with the Union organizations, building a candor and trust level necessary to resolve outstanding disputes
Qualifications
Education
Bachelor’s degree in HR or related field or equivalent work experience required
Certification
SPHR/PHR Certification required
Knowledge/Skills
• Generalist background with broad knowledge of Employee Relations, Training, Conflict Resolution and Investigations experience
• Experience with FLMA, EEO laws and other employment related State and Federal laws & regulations
• Demonstrated ability to work under pressure and deal with complex issues is required including strong analytical skills
• Ability to make rational, realistic decisions using good reasoning and sound judgment
• Observance of Confidentiality
• Excellent interpersonal skills with the ability to build strong working relationships develop and deliver fair and equitable solutions
• Excellent communication skills (written & verbal) with strong customer service orientation
• Must be self-motivated and have an enhanced ability to prioritize/plan and execute using good business judgment in a fast paced environment
• Well organized with the ability to multitask
• Ability to effectively work with all levels management
• Travel required at times with little notice
Experience
• 8-10 years HR/Generalist experience with emphasis on business partnerships, employee advocacy, change activities, HR administration & labor activities
• 5 years’ experience managing direct reports
• Grievance process management experience