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Posted January 11th

Manager, Human Resources III

Omaha, Nebraska

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Republic National Distributing Company



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Posted January 11th

Manager, Human Resources III

Omaha, Nebraska

Job Brief

The primary role of the Manager, Human Resources will be to serve as a HR Business Partner to a field-based business unit and market/state leaders providing leadership, direction, and execution on the RNDC Human Capital Strategic Plan.

Job Code: AD161

Route Information: Not Applicable

Sales Division: Not Applicable

Sales Channel: Not Applicable

Specific Scope: Not Applicable

Shift: Day, with some evenings and weekends required

Pay Type: Salary

Employment Type: Full time

City: Omaha

Relocation Benefits: No Relocation Assistance Provided

Essential Duties and Responsibilities
  • Human Resource Technical Expertise and Practice: Demonstrates the ability to apply the principles and practices of human resource management to contribute to the success of RNDC working with mid-level managers, senior managers, leaders, and executives.
    • Ensures the RNDC HR Strategic Plan and its processes/policies/programs are communicated, implemented, and executed for assigned teams. Understands and leads strategic business management practices that ensures the Company's vision is achieved.
    • Designated as the Subject Matter Expert on the full-scope of HR practices: Workforce Planning and Employment; Compensation; Employee and/or Labor Relations; HR Technology; Talent Management; and Change Management.
    • Provides HR functional expertise and thought leadership with assigned teams and/or projects that impact the Company on a national-level.
    • Responsible for the Company's HR-related local vendor relationships and related practices and policies including compliance to federal and local employment laws and RNDC HR Standard of Operations (SOPs).
  • Relationship Management: Demonstrates the ability to lead and manage interactions with and between others with the specific goal of providing service and organizational success to assigned teams. Is proactive and responsive to meeting the business needs of the assigned teams to ensure the working relationship is productive and successful.
    • Key HR Business Partner to managers and executives on the assigned teams. Uses functional expertise to provide credible internal client support in the areas of people management; associate engagement; negotiation and conflict management.
    • Demonstrates transparent and visible leadership with business partners to ensure strong teamwork for assigned groups.
  • Consultation (at the Senior Leader Level): Must understand and demonstrate the art of providing direct guidance and coaching to assigned managers, leaders, and executives seeking advice on a variety of business or people-related situations. Demonstrates a strong ability to provide analytic reasoning and problem-solving ideas on business challenges. Delivers flexible, creative, and innovative solutions beyond the traditional consultant role.
  • Organizational Leadership and Navigation: Responsible for leading major key change initiatives and projects at the state/market level as it relates to human capital practices and associate engagement. Must demonstrate the ability and political savvy to direct initiatives and processes within the organization with agility and to gain buy-in from stakeholders. Has unquestionable skills as a consensus-builder to influence necessary change in order to deliver successful business results and goals.
  • Communication: Must demonstrate the ability to effectively exchange and create a free flow of information with and among various stakeholders at all levels of the organization to produce impactful outcomes. The scope of expertise includes: Verbal, Written, and Presentation Skills; Persuasion; Diplomacy; Perceptual Objectivity; Active Listening; Effective Timely Feedback; Facilitation Skills; Meeting Effectiveness; Social Technology and Social Media Savvy; and Public Relations. The SHRM Competency Model provides a comprehensive list of behaviors.
  • Cultural Effectiveness: Responsible for directing/managing human resources across the assigned groups. Leads the Company's Diversity and Inclusion Plan and executes related programs to ensure success. Provides perspective on the value of cultural awareness to supported teams especially with leadership. Role models adaptability and tolerance for ambiguity especially during change and with cultural initiatives.
  • Ethical Practice: Role models and leads the integrations of core values; integrity; and accountability throughout the assigned teams and the Company's business and human capital practices. Responsible for ensuring the disciplines under the umbrella of the RNDC Corporate Social Responsibility are upheld, executed, and in compliance with Company policies; federal, state, and trade laws and regulations. Acts as the functional expert for employment relations and legal matters related to employment practices for assigned groups.
  • Critical Evaluation: Responsible for interpreting data and other information to determine return on investment (ROI) and organizational impact in making business decisions and/or recommendations.
  • Business Acumen: Must demonstrate the ability to understand business functions and metrics within the Company and industry. The scope of expertise includes: Strategic Agility; Business Knowledge; Systems Thinking; Economic Awareness; Effective Administration; Knowledge of Technology, Labor Markets; Knowledge of Business Operations/Logistics; Knowledge of Government and Regulatory Guidelines; HR and Organization Metrics/Analytics/Business Indicators.
    • Responsible for a monthly RNDC HR Scorecard and other analytic reports.
    • Subject Matter Expert on analytic capabilities of HR Technology Solutions.
  • Other Duties: Other duties and responsibilities may be assigned throughout the course of employment not listed in the essential duties.
  • Supervisory Scope (Manager, HR role): May manage a HR Specialist or HR Administrator. Plan, direct, supervise, and manage work activities of subordinates relating to the RNDC Human Capital Plan to ensure executional excellence and continuous improvement.
Qualifications: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education and/or Experience: Five to eight plus years related HR experience, specifically in management or as a generalist, including partnering with key managers of a division or business unit. The Manager, HR role should include experience in employment law and talent management. Bachelor's degree from four-year College or university preferred. Consideration is given for equivalent combination of experience and education. Language Skills: Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, senior leaders, customers, suppliers, and the general public. Mathematical Skills: Ability to calculate figures and amounts (such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume) and apply concepts of basic algebra and geometry to practical situations. Reasoning Ability: Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form. Ability to calculate figures and amounts. Ability to apply concepts of basic algebra. Computer Skills: To perform this job successfully, an individual should have knowledge and experience with Microsoft Office products. Must have the ability to successfully administer and navigate third-party web-based HR software solutions and platforms like applicant tracking systems; talent management systems; and other HR-related technical solutions. Certificates, Licenses, Registrations: Prefer SHRM Certification. Other Requirements: Must lead and carry out supervisory and management responsibilities in accordance with RNDC's policies and applicable laws for the Human Resources function. There is local market travel required for the position to business offices outside the assigned home office. Field presence is estimated at 30-40%. Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this Job, the employee is regularly required to talk or hear. The employee is frequently required to stand, walk and sit. Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate. Tools & Technology: In addition to all HR technology solutions, must have the ability to operate computer systems, enterprise-wide software solutions; social media channels; telephone systems. Republic National Distributing Company is an Equal Opportunity/Affirmative Action employer. It is our policy not to discriminate against any Employee or Applicant. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex, age, status as a protected veteran, among other things, or status as a qualified individual with disability. This policy of nondiscrimination in employment includes but is not limited to: recruitment, hiring, placement, promotion, transfer, employment advertising or solicitations, compensation, layoff or termination of employment.
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Omaha, Nebraska