Director, HR - Northeast Region
Job Summary This role can be based out of our Corporate office in Northbrook, IL or Remote with up to 75% travel to Distribution Centers throughout several states in the Northeastern portion of the US Under the strategic direction of Corporate Human Resources, the Director, HR aligns divisional HR practices with overall Corporate direction. This individual partners with Field Operations business leaders to develop the Northeast Region's human resource strategy and tactics so that the organization attracts, manages, develops and retains the employees it needs to achieve its current business objectives. The HRD anticipates and plans for long-term HR needs and trends, and leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes quality, productivity, and standards, goal attainment, and the recruitment and ongoing development of a superior workforce. In addition, the Director provides feedback and initiates recommended actions and approaches related to HR issues to Corporate HR for broader consideration and policy formulation. The Director also ensures the HR operation is operating in accordance with federal, state, and local employment requirements, e.g., Fair Labor Standards Act (FLSA), Title VII, etc. This role reports to the Vice President, Human Resources. Job Description MAIN RESPONSIBILITIES Lead HR programs and policies through partnering with business leaders while managing the tactical implementation through HR managers. Develop processes and metrics that support the achievement of the organization's business goals. Counsel and assist business leaders to maintain, identify and implement actions that improve or maintain a positive employee relations environment. Identify any internal and external factors that may affect employee retention; address these issues by working in concert with managers/supervisors to develop proactive strategies to meet or exceed turnover goals. Develop action plans to respond to current and anticipated staffing issues and needs. Develop and maintain division affirmative action program; oversee filing EEO-1 annually; maintaining other records, reporting and logs to conform to EEO regulations. Identify training and development initiatives and work with Corporate Training and Development to determine training needs. Compile data and analyze past and current training requirements. Partner with Corporate Training and Development Dept to select appropriate instructional procedures or methods to best fit division needs. Develop and mentor key division staff through on-boarding, open communication, training and development opportunities and performance management processes; build and maintain employee morale and motivation; ensure the team is appropriately staffed with required competencies. Assist division management with establishing and maintaining internal pay consistency and equity. Oversee the administration of Corporate compensation programs including incentive and merit pay programs within the division. Oversee and manage Company's EHS programs and policies. Assist managers with current Worker’s Compensation issues. Work closely with HR/Workers Compensation Analyst to assist with current issues with policies and procedures. Management responsibilities may include: Day-to-day operations of a group of employees. May have limited budgetary responsibility and usually contributes to budgetary impact; Interpret and execute policies for departments/projects and develops. Recommend and implement new policies or modifications to existing policies. Provide general guidelines and parameters for staff functioning. Hiring staff, recommending pay increases, performing performance reviews, training and development of staff, estimating personnel needs, assigning work, meeting completion dates, interpreting and ensuring consistent application of organizational policies. MINIMUM QUALIFICATIONS: Education Bachelor’s degree. Relevant Work Experience At least 8 years of progressive experience in various Human Resources positions. At least 3 years of experience managing people, including hiring, developing, motivating and directing people as they work. Additional Experience applying knowledge of human resource policies and procedures as well as federal and state laws. Experience reviewing and reconnecting on actions and with people to ensure the completion of the task. Experience controlling and coordinating concurrent projects, competing priorities and critical deadlines. Experience developing and delivering presentations to various audience levels within an organization. Position requires travel up to 75% of the time for business purposes (within state and out of state). PREFERRED QUALIFICATIONS: PHR or SPHR. Medline Industries, LP, and its subsidiaries, offer a competitive total rewards package, continuing education & training, and tremendous potential with a growing worldwide organization. The anticipated salary range for this position: $154,000.00 - $231,000.00 Annual The actual salary will vary based on applicant’s location, education, experience, skills, and abilities. This role is bonus and/or incentive eligible. Medline will not pay less than the applicable minimum wage or salary threshold. Our benefit package includes health insurance, life and disability, 401(k) contributions, paid time off, etc., for employees working 30 or more hours per week on average. For a more comprehensive list of our benefits please click here . For roles where employees work less than 30 hours per week, benefits include 401(k) contributions as well as access to the Employee Assistance Program, Employee Resource Groups and the Employee Service Corp. We’re dedicated to creating a Medline where everyone feels they belong and can grow their career. We strive to do this by seeking diversity in all forms, acting inclusively, and ensuring that people have tools and resources to perform at their best. Explore our Belonging page here . Medline Industries, LP is an equal opportunity employer. Medline evaluates qualified individuals without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, age, disability, neurodivergence, protected veteran status, marital or family status, caregiver responsibilities, genetic information, or any other characteristic protected by applicable federal, state, or local laws.
