ASSISTANT DISTRICT HUMAN RESOURCES MGR

Navy Exchange Service Command; Caserta; Hybrid; EUR 57,000 - 73,000; Full time

Job summary

Navy Exchange Service Command in Europe District seeks an Assistant District Human Resources Manager to implement HR programs and strategies that support business objectives and improve organizational effectiveness across the workforce.

You will work with location management to deliver core HR functions—recruitment, performance management, compensation, benefits enrollment, and employee relations—across multiple states and locations, ensuring timely, compliant human resources services.

Responsibilities

• Develops and implements HR programs across multiple locations.
• Oversees recruitment, compensation, performance and employee relations.
• Ensures data integrity in HR systems and timely HR services.

Job description

Job Description - ASSISTANT DISTRICT HUMAN RESOURCES MGR (260003QK)

Job Description

ASSISTANT DISTRICT HUMAN RESOURCES MGR

Job Number:

Job Number: 260003QK

Primary Location

Organization

Organization: Europe District Admin Pay Range : $63,559 - $82,049 based on exp

Job Summary:

Under the general direction of a District HR Manager, works with assigned location management to implement HR programs and strategies to support and achieve business objectives and improve organizational effectiveness across the entire workforce.

Duties and Responsibilities:

• Areas of emphasis include change management, management of culture, and the delivery of human resources best practices in the areas of compensation and rewards, performance management, talent management and development, staffing/recruitment, organizational design, employee and labor relations, and business and program analysis. Responsibilities cover multiple retail & hospitality locations over several states.
• Works closely with location management to develop and implement location-level Human Resources programs and strategies that align with district business priorities. Provides direction and guidance to subordinate HR associates engaged in execution of HR policies and procedures and ensures personnel services are provided to supported activities in an effective and timely manner.
• Assists the District Human Resources Manager in delivering and implementing core HR functions and strategies in areas of: management/staff recruitment, selection and placement, compensation management, performance management, classification training, new hire orientation, communication of rewards programs, and benefits enrollments. Conducts internal investigations and prepares employee relations corrective action documents. Participates and/or assumes a leadership role in regular major wage surveys.
• Participates in HR planning. Works with location management to identify short- and long-term HR business requirements. Provides input to District HR Business Plans.
• Maintains high visibility in assigned locations. Regularly meets with associates and managers to communicate HR programs and stay abreast of organizational changes, climate, concerns, etc.
• Monitors and anticipates staffing requirements. Develops local recruitment plans that support location and district objectives. Identifies and develops recruitment resources and aggressively pursues recruitment of high-quality talent.
• Delivers and/or coordinates district training and developmental programs. Conducts needs assessments and may modify corporate programs to meet district/location requirements. Identifies training resources and training plans, and conducts training as appropriate. Ensures core job skills and orientation training programs are in place.
• Coordinates the performance management process for assigned locations. Assists business units and associates in developing measurable and relevant business objectives focused on improving individual, group, and organization performance. Ensures a performance improvement process is in place to ensure individual work objectives stay on track and achieve business objectives.
• Conducts organizational reviews and makes recommendations regarding work assignments to maximize efficiency and use of available talent. Ensures consistent job classifications and pay levels. Identifies skills needs and gaps and initiates action to remedy. Identifies high potential associates for development.
• Supervises Human Resources Representatives. Ensures an ongoing HR skills training and development program is in place. Ensures Human Resources System (PeopleSoft) data integrity is complete, accurate, and timely, and administrative functions are accurate, relevant, and timely. Ensures customer service and satisfaction is the paramount priority.
• Works under the general supervisor, the District Human Resources Manager. Work assignments are established through communication of general business priorities. Work is reviewed through regular progress reviews and assessed based on outcomes achieved.
• Performs other duties as assigned.

A total of 6 years consisting of the following:

GENERAL EXPERIENCE: 3 years of responsible experience in non-routine work which enabled the applicant to gain a good general understanding of the systems, methods and administrative machinery for accomplishing work; the ability to analyze problems, apply sound judgment in assessing practical implications of alternative solutions and resolving the problems presented; and the ability to communicate effectively with others, both orally and in writing.

OR SUBSTITUTION OF EDUCATION FOR EXPERIENCE: 1 year of academic study above the high school level may be substituted for 9 months of experience, up to a maximum of a 4 year bachelor's degree for 3 years of general experience.

AND

SPECIALIZED EXPERIENCE: 3 years of progressively responsible experience in Human Resources work in at least two of the functional specialization's such as: employment, labor/employee relations, classification and wage administration, employee development and training, or career management (experience may be obtained in HR generalist or in HR specialist positions); or one of the predominant specializations (labor/employee relations, employment, or training and development) with a total background and experience which provides evidence of an understanding of the relationship of the specialization to the other functional areas.