Purpose: Effect the business strategies of Block Communications, Inc. (“BCI”)and its operating business units by leading the human resources function, to include organizational development.
Results and Expectations:
Lead the development and implementation of BCI’s human resources strategies by collaborating with BCI’s leadership to ensure that such strategies support and facilitate the achievement of BCI’s business strategies.
Determine the organization necessary to meet BCI’s human resources strategies by recommending the organization’s structure, staffing, reporting relationships and related roles and responsibilities.
Develop BCI’s human resources policies, practices, processes and function so that they are best in class and support BCI’s business strategies by assessing BCI’s human resources policies, practices and processes and recommending and implementing appropriate changes.
Attract and retain the staff needed to effect the business strategies of BCI by establishing effective selection, onboarding, rewards, recognition, performance management, leadership and employee development, employee engagement, and retention processes and programs; and by measuring and evaluating the effectiveness of such programs through tools such as organizational and employee surveys.
Leverage technology to increase the speed of hiring, administer programs effectively, provide dashboards and useable metrics to managers, and provide for greater capabilities and tools for employees and managers relative to HR-related matters.
Assure that employees are paid correctly and timely; maintain required payroll records by managing the payroll function; establishing and managing a records management system; maintaining the confidentiality of such records.
Enhance organizational effectiveness by identifying and analyzing current circumstances; implementing organization development interventions; providing training and development programs that align with BCI’s strategies and objectives; developing and maintaining succession plans; recommending new organization structures.
Maintain working relationships with BCI labor unions by assisting outside counsel during negotiations, as requested; administering the organization’s collective bargaining agreements; addressing grievances and managing the grievance process.
Manage safety and risk management initiatives relating to staff such as employee wellness, workers compensation, and OSHA, etc.
Achieve financial objectives by forecasting human resources financial requirements; preparing budgets; managing expenditures.
Assure legal compliance with employment-related matters by identifying and enforcing legal requirements; developing and implementing required compliance programs and training; submitting required employment-related reports to regulatory agencies.
Maintain human resources staff job results by setting effective human resources goals, counseling and disciplining employees; planning, monitoring and appraising job results.
Business Acumen. Knows how businesses work; knowledgeable in current and possible future policies, practices, trends, and information affecting the business and organization; knows the competition; is aware of how strategies and tactics work in the marketplace.
Conflict Management. Steps up to conflicts, seeing them as opportunities; reads situations quickly; good at focused listening; can hammer out tough agreements and settle disputes equitably; can find common ground and get cooperation with minimum of noise.
Customer Focus. Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
Provides the information people need to know to do their jobs and to feel good about being a member of the team, unit, and/or the organization; provides individuals information so that they can make accurate decisions; is timely with information.
Integrity and Trust. Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain.
Interpersonal Savvy. Relates well to and collaborates with all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
Managerial Courage. Doesn’t hold back anything that needs to be said; provides current, direct, complete, and “actionable” positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation quickly and directly; is not afraid to take negative action when necessary.
Communication Skills. Is able to write and speak clearly and succinctly in a variety of communication settings and styles; can get messages across that have the desired effect; can manage group process during a presentation; can change tactics midstream when something isn’t working.
Problem Solving. Uses rigorous logic and methods to solve difficult problems with effective solutions; probes all fruitful sources for answers; can see hidden problems; is excellent at honest analysis; looks beyond the obvious and doesn’t stop at the first answers.
Process Management. Good at figuring out the processes necessary to get things done; knows how to organize people and activities; understands how to separate and combine tasks into efficient work flow; knows what to measure and how to measure it; can see opportunities for synergy and integration; can simplify complex processes; gets more out of fewer resources.
Drive for Results. Can be counted on to exceed goals successfully; is constantly and consistently a top performer; very bottom-line oriented; steadfastly pushes self and others for results.
Sizing Up People. Is a good judge of talent; after reasonable exposure, can articulate the strengths and limitations of people inside or outside the organization; can accurately project what people are likely to do across a variety of situations.
Physical Demands and Work Environment:
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 frequently required to lift up to 20 pounds, bend, sit, hear, use hands to type data, dial the telephone, and operate business machines. Specific vision abilities required in this job include close vision and the ability to adjust focus. Regular attendance is required.
The noise level in the work environment varies but usually is low to moderate. Requires fast paced deadlines and working outside normal business hours. Travel to various BCI locations required.
The duties, responsibilities and competencies listed above are essential functions for this position. They are not intended to be all-inclusive and may be expanded to include other duties or responsibilities that management may deem necessary from time to time.
Technical, Educational, and Other Requirements:
Bachelor’s and advanced degree in related field required; J.D. preferred
At least 10 years’ experience in human resources required
At least 5 years’ experience in management positions with increasing levels of responsibility required
Prior experience in a senior management/executive position required
Experience in an organization with multiple locations required
Ability to travel between our offices as needed, required