Area Director, HR - Phoenix AZ

MSCCN; Phoenix (AZ); On-site; USD 105,000 - 160,000; Full time

Benefits offered by this job

Annual incentive plan

Long-term incentive

Health insurance

401(k) or retirement benefits

Paid time off

Disability insurance

Employee stock purchase plan

Life insurance

Job summary

MSCCN in Phoenix, AZ, seeks an Area Director of HR to act as a strategic advisor to Area Staff and local management, aligning HR strategy with business objectives and guiding field execution.

You will lead the HR team, oversee employee relations, talent planning, policy implementation, and risk management across the area, traveling up to 50% and supervising senior leaders to drive workforce effectiveness and organizational change.

Qualifications

• Bachelor's degree in HR or equivalent required.
• Minimum 7 years HR experience with increasing responsibility.
• Labor relations experience required.
• Ability to build relationships at senior levels across the organization.
• Demonstrated experience leading HR teams; 50% travel required.
• PHR or SPHR certification strongly preferred.

Responsibilities

• Drive area results and align HR strategy with business objectives.
• Influence business strategy with HR and labor relations insights.
• Lead HR policy rollout and communication within the area.
• Oversee talent planning and performance improvement initiatives.
• Conduct complex employee relations investigations and risk management.
• Work with region/legal on workforce planning and risk assessments.
• Travel up to 50% to domiciles and events.

Skills

Relationship building

Leadership experience

Travel readiness

HR strategy alignment

Employee relations

Education

Bachelor's degree in HR or equivalent

PHR or SPHR certification

Job description

Area Director, HR - Phoenix AZ

Phoenix, Arizona, 85043

BASIC PURPOSE

Serves as a trusted, strategic advisor to Area Staff, the local management teams, and drives field execution to support business objectives consistent with organization values. Ensures alignment of HR strategy with business objectives. Serves as the primary HR liaison for the Area Staff, the HR team and the local management teams on matters affecting the area. Consults with Region and Functional Partners to optimize effectiveness, team cohesiveness, and ensure effective business decision making particularly related to the human assets of the business. Conducts Area Employee Relations needs analysis and matches HR solutions to identified gaps. Serves as the area escalation point on employee relations issues of significant complexity.

RESPONSIBILITIES

• Drive achievement of key results for the area.
• Collaborate with Business Leaders to influence business strategy based on a deep understanding of the business implications for the area, including employee and labor relations.
• Participate in key meetings with Business Leaders to bring HR expertise to business/operational discussions with linkage to HR strategy and business objectives.
• Collaborate with appropriate HR and other teams to ensure new policies, plans, programs, and processes are effectively communicated and implemented consistently within the area.
• Drive improvement in overall team performance and direct talent planning / management which includes: 1.) supporting employee performance improvement planning—including plan development, counseling, and follow-up and 2.) working with Area Staff to facilitate the completion of all talent routines, such as TAPP and STR.
• Conduct investigations of complex Employee Relations and HR matters.
• Advise Area Leaders in conjunction with Region Leadership and Functional Partners on complex employee relations issues and manage risk effectively. Participate in the termination approval process for the area.
• Support culture change initiatives and establish key change management strategies for business-related events impacting human capital for the area.
• Work with Area Leaders to implement appropriate organizational structures as designed and key capabilities required to achieve business objectives. Complete workforce analysis for any RIF process. Work with region leadership and legal to assess risk.
• Drive effective Employee Relations activities designed to promote a positive work environment and advocate for the associate experience.
• Facilitate and follow up on the development of implementation of action plans designed to address issues surfaced through employee surveys - either locally driven or corporate driven.
• Engage effectively with Functional Partners and HR Centers of Excellence. In a market of this size with implications for Region and Company performance, partnering proactively, providing feedback, and engaging across the HR function is essential to successful execution of initiatives.
• Provide insight into Area specific needs for training to Region Leadership and centralized talent management team.
• Lead the HR team for the area with demonstrated people leader skills including the ability to coach and counsel other people leaders
• Other duties as assigned by manager
• Travel required 50% to domiciles and events.
• Incumbent will office in one of the markets of the area they will support

SUPERVISION

• HR Manager and Supply Chain Training Managers

RELATIONSHIPS

• Internal: VP Field HR, Region HR Business Leader, Region President, Area President, Regional Functional leaders, Area HR, HR Functional teams, Legal, Communications, Operations Leadership, Commercial Leadership teams
• External: Government agencies, external legal counsel

WORK ENVIRONMENT

• Inside office environment, warehouse environment, domiciles

This role will also receive an annual incentive plan bonus and long-term incentive.

Benefits for this role may include health insurance, pre-tax spending accounts, retirement benefits, paid time off, short-term and long-term disability, employee stock purchase plan, and life insurance.

Compensation depends on relevant experience and/or education, specific skills, function, geographic location, and other factors as applicable by law (for example: state or local minimum wage thresholds). The expected base rate for this role is between $105,000 - $160,000

Required Experience

MINIMUM QUALIFICATIONS

• Bachelor's degree, preferably in Human Resources, or equivalent work experience required
• Must possess a minimum of 7 years of Human Resources experience ,with increasing levels of responsibility, including support for senior level business
• Labor Relations experience required
• Demonstrated ability to build relationship s at senior levels as well as deeper into the organization
• Must have direct experience leading HR
• 50% travel required
• PHR or SPHR certification strongly preferred
• Valid driver's license required & motor vehicle record must be in good standing.

Preferred Experience

Preferred Qualifications

• Experience in process-based Employee Relations strongly preferred
• Experience in a labor-intensive industry that is highly dependent on employee and team-performance strongly preferred
• Multi-site experience preferred