West Star is the fastest growing maintenance repair organization in the industry and we recognize this is the result of our talented team of trusted employees working together to deliver customer service excellence.  We are committed to providing our employees with personal and professional growth opportunities while fostering a culture of respect and well-being with a small company feel. 

When you join our team we don’t think you should have to wait for your benefits to kick in. That’s why when you start, they start with you! This includes medical, dental, 401K match, time off accruals, weekly pay days and much more. We don’t want you to live to work, we want you to work and live.

What you can expect as an HR Manager at West Star:

As an HR Manager, you will lead the HR team and be responsible for HR support to the WSA facilities in the assigned region. You will report directly to the Director of HR.

This role will largely focus on day-to-day HR leadership for the team and serving as a business consultant to the General Manager for key HR functions (Talent Retention, Recognition, Performance Programs, Employee Relations).  Results are achieved through successful business partnerships to operationalize the people strategy and deliver HR solutions.

You will be ESSENTIAL to many FUNCTIONS including:

• Risk Management partner with the Director, GM and Program Managers to develop retention strategies based on stay and exit interview feedback; contribute to the development and delivery of new policies, handbooks and other work related rules, provide interpretation of such as needed; facilitate the employee relations and termination process to include escalating complex matters to the Director and GM; conduct investigations into reports or allegations of non compliance or other matters and review findings with the Director and GM as necessary; provide coaching and counseling to employees and Program Managers regarding conflict resolution techniques; maintain awareness to high level Workers Compensation leaves of absence and ensure leave compliance.
• Talent Identification partner with the Director, GM and Talent Acquisition Manager to provide insight for workforce planning to include the development and deployment of the talent strategy (i.e. new headcount, position requirements, timing, advertisement strategy and screening/selection tools).  Support partnerships with key area colleges / trade schools to promote the WSA brand, employment opportunities and develop a pipeline for future candidate consideration.  Partner with local community organizations, school-to-work apprenticeship programs, to address workforce issues. Provide leadership to the HR team responsible for providing the business with day-to-day talent support.
• Employee Data ensure HR compliance with employee data such as background screening, e-Verify, I-9 and work authorizations, timely submittal of updates of employee data for various systems to include Lifion and Corridor.  Oversee HR leave compliance for a number of functions – general leave of absence, workers compensation related absences, family medical leave, short and long-term disability, military leave.  Provide leadership to HR team responsible for day-to-day employee data processing task.
• Compensation, Benefits & Performance Management lead the annual compensation and quarterly performance management process to include providing coaching to Program Managers (ie salary planning, proper execution of performance pulses and 1:1 employee conversations).  Assist employees with escalated benefits matters and participate in the review, planning and facilitation of the annual open enrollment process.  Partner with the Manager of Shared Services for accuracy of data entry related to benefits and payroll.
• Recognition, Engagement & Cultural Awareness partnering with the GM and DOM, facilitate the employee recognition program, participate in employee event planning committees and become known as a resource for employees; champion the company’s core values, standards of business conduct and business compliance.

• Team Development provide day-to-day HR leadership for direct reports to include coaching, career development and training opportunities.  Promote, identify and lead the implementation of HR process improvements, participate in HR special projects, and/or HR training opportunities.
• Training and Development participate in the review and identification of compliance training and facilitate training in the assigned region.   Create adhoc training and development as necessary to address changes in the business environment.  Ensure new hire orientation and onboarding is aligned with business needs, making changes as necessary to ensure meaningfulness of content delivered.
• Communication contribute monthly / quarterly HR updates for assigned region as part of the overall company communication process; prepare and distribute regularly scheduled and on demand communication.  Prepare talking points for the GM as necessary and facilitate the communication progress related to recognition opportunities.

What you’ll need to bring with you:

• Minimum of 7 years progressive experience in HR Generalist/HR Manager capacity. Experience supporting a large and complex businesses preferred. Experience including management of HR Generalists is preferred. Previous experience in a manufacturing environment desired.
• Bachelor's Degree required; or the equivalent in work experience.
• Demonstrated experience building partnerships and working with business leadership to develop relationships and gain an in-depth understanding of the business strategy to deliver HR solutions.
• Self-starter who thrives in a changing, fast-paced environment.
• Strong communication skills including the ability to effectively deliver presentations, facilitation and coaching/training.
• Strong organizational skills and attention to detail with a willingness to be hands-on to support the team and business as needed.
• Trusted advisor who can effectively influence, coach and consult with management.
• Continuous learner with significant knowledge of HR policies, people processes (e.g., workforce planning and talent management), talent management practices and employment law.