Description

Overview:

The Director, HR Shared Services works closely with the HR functional leaders and HR Business Partners and is responsible for providing operational and technical leadership and support to the HR service center team, which is accountable for ensuring all teammates, operations, corporate and human resources team inquiries are accurately addressed in a professional, timely manner. The Director is responsible for training and providing direction to members of the HR Shared Services team with a focus on teammate performance, performance metrics, team building, and teammate development to ensure teammate effectiveness. The Director is also responsible for overseeing service center systems and technologies, leading process improvement initiatives and leading projects within the HRSS. The Director establishes performance levels and service standards to ensure productivity meets or exceeds service and quality standards.

Responsibilities/Essential Functions:

• Plans, coordinates, and directs HR Shared Services Center operations; provides direction in alignment with the mission, visions, and values and ensures compliance with Vestis policies, procedures, regulations, and standards of practice.

• Ensures the service center provides quality, consistent and efficient customer service and identifies service center best practices.

• Establishes and maintains appropriate service procedures and standards. Interfaces with internal customers and resolves problems and conflicts as necessary.

• Continuously reviews and evaluates internal operating processes, facilities, systems and procedures for effectiveness, efficiency, and responsiveness to internal customer requirements.

• Develops and implements changes and enhancements as appropriate, collaborating with all areas of Human Resources, HRIS, Benefits, Administrative Coordinators, and Payroll to ensure delivery of high levels of service and internal customer satisfaction.

• Develops, measures, and reports on key performance indicators; leverages Vestis resources to lower transaction costs, reduce cycle time, improve performance, and improve responsiveness to customer needs. Monitors, measures, and ensures adherence to established work processes, quality standards and customer service level agreements.

• Ensures a positive working relationship within the service center team and with internal customers by frequently communicating and soliciting feedback and measuring customer satisfaction.

Knowledge/Skills/Abilities:

• Bachelor’s degree

• PHR or SHRM certification(s) preferred but not required

• Must understand technology but does not need to be a technology expert

Working Environment/Safety Requirements:

Office environment

Experience/Qualifications:

• Bachelor’s degree in human resources or other related field

• Seven (7) years of progressively responsible human resources experience or five (5) years of demonstrable experience in leading programs and/or medium to large scale projects

• Experience working in a high-volume HR Shared Services Center preferably for a medium to large cap organization.

• Experience managing an hourly workforce.

• Experience in developing implementing and executing successful operations strategies in an HR Shared Services Center environment.

• Project management, workflow improvement, change management, team development

• Must have effective oral and written communication skills

• Must be self-directed with demonstrated ability to work independently.

• Must be proficient in various relevant computer/software programs (i.e., UKG, Service Now, Sharepoint, etc.)

• Requires critical thinking skills, decisive judgment, and the ability to work with minimal supervision.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)