Bass Pro Shops Senior Human Resources Manager in Ridgedale, Missouri
Senior Human Resources Manager
Location: Ridgedale, MO
Department: Human Resources
Location Name: Big Cedar Lodge
Wage: Depends on Experience
Position Type: Full Time
Assists the Director of Human Resources in executing strategies that promote Human Resource Excellence. The Senior Manager fulfills the HR Business Partner role and is the representative of the HR Function for line manager, and the main holder of knowledge regarding the needs of these internal clients for the HR function.
This position is responsible for the day-to-day operation of the HR office. This position oversees the Service Center and ensures compliance with all legal and ethical standards. This position will create HR processes and recommend tools that create efficiencies.
This position is the first contact for associate relations issues and is responsible for investigating claims of harassment and discrimination. As a business partner, this position elevates concerns to the centers of expertise, such as Recruiting and Organizational Development.
This position will lead the strategic development, execution and sustainability of all associate recognition related initiatives. This position will provide support and drive results that align with Big Cedar Lodge’s mission and values.
This position executes objectives outlined in the Human Resource Business Plan and delivers services that meet or exceed the needs of associates and contribute to business success. Ensures compliance with federal, state and local regulations and Standard Operating Procedures.
Ensures Big Cedar Culture continues to evolve and is sustained at a high level.Maintains Big Cedar service delivery as best in class and a subject of benchmarking
Partner to Center of Excellence (COE) leads in driving HR Strategic Plan
Identify inefficient processes and redesign those processes and/or recommend tools to improve the processes
Contribute to a scalable and sustainable on-boarding and off-boarding processes
Partner with business leaders to execute on any investigations and disciplinary issues
An active participant in setting the HR strategy as it links to the overall business strategy
Handle employee relations situations including investigations, performance and behavior management.
Coach managers to practice leadership that drives Big Cedar culture and business objectives
Lead, execute, and improve essential HR functions including Compensation, Performance Management, Employee Relations, Succession Planning, Policy Formulation, Recognition, etc.
Develop Workforce and HR Metrics linked to business metrics
Ensures associates are treated fairly and equitably and that issues are brought to resolution
Hire, train, motivate, coach and manage the Service Center Team to meet and exceed Big Cedar’s goals and objectives
Help outline HR programs to drive Big Cedar culture of highly engaged employee in alignment with our business strategy
Ensure that the Service Center Team delivers the highest levels of service to our internal guest and potential associates
Develop Service Center Associates to advance their career goals and prepare them for future HR advancement if that is their objective
Administers resort policies fairly and consistently
Coaches managers on discipline processes
Utilizes an “open door” policy to address associate problems or concerns in a timely manner
Establishes and maintains open, collaborative relationships with associates and leaders
Ensures compliance with key policies (e.g., Sexual Harassment, Non-Harassment, Non-Discrimination, No Solicitation)
In partnership with Organizational Development, ensures managers are educated in resolving employee relations issues and proper documentation of all disciplinary action is kept on file
Supervise the maintenance of personnel records and transactions such as hires, promotions, transfers, performance reviews, terminations and property risk administration
Oversee administration of benefits programs (including vacation, sick pay, leave of absence) and assists as needed with administering programs such as life, health, dental and disability insurances
Supervise and assist in maintaining an employee recognition program
Supervise the performance appraisal program to ensure effectiveness, compliance, and equity throughout the Resort
Acts as custodian of physical records and oversees the functioning and accuracy of the database of record
All other tasks as assigned
Education and Experience
5 years’ experience in the human resources, management operations, or related professional area.
4 year degree in Human Resources or Related a related field preferred
Skills and Knowledge
Writing - Communicating effectively in writing as appropriate for the needs of the audience. Basic Computer Skills - Using basic computer hardware and software (e.g., personal computers, word processing software, Internet browsers, etc.).
Reading Comprehension - Understanding written sentences and paragraphs in work related documents.
Oral Comprehension - The ability to listen to and understand information and ideas presented through spoken words and sentences.
Personnel and Human Resources - Knowledge of principles and procedures for personnel recruitment, selection, training and development, compensation and benefits, labor relations and negotiation, and personnel information systems.
Law and Government - Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules that apply to job (e.g., OSHA, EPA, ADA, CFC, NFPA, ASI).
Clerical - Knowledge of administrative and clerical procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and other office procedures and terminology.
Analytical/Critical Thinking - The ability to gather and organize information using a logical and systematic process; recognize patterns and relationships in complex data; examine data to identify implications, problems and draw appropriate conclusions; generate alternative solutions to problems; evaluate strengths, weaknesses and consequences of alternative solutions and approaches to solving problems.
Education and Training - Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
Customer and Personal Service - Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
Number Facility - The ability to add, subtract, multiply, or divide quickly and correctly.
Originality - The ability to come up with unusual or clever ideas about products, services or situations, or to develop creative ways to solve a problem.< > - Ability to effectively adjust to major changes in work tasks or the work environment. Aligning Performance for Success - Skilled at focusing and guiding others in accomplishing work objectives.
Building a Successful Team - Skilled at building a cohesive team and facilitating goal accomplishment.
Building Trust - Ability to interact with others in an honest, fair and respectful way; giving others confidence in one's intentions and those of the organization.
Communication - Skilled at clearly conveying information and ideas through a variety of media; engaging the audience and helping them understand and retain the message.
Customer Focus - Ability to develop and sustain productive customer relationships; actively seeking information to understand and address customers' needs.
High Work Standards - Sets high standards of performance for self and others; assumes responsibility and accountability for successfully completing assignments or tasks.
Planning and Organizing - Skilled at establishing courses of action for self and others to ensure work is completed efficiently.
Problem Solving / Decision Making - Ability to identify and understand issues, problems, and opportunities; using effective approaches for choosing a course of action or developing solutions.