Ace Cash Express, Inc.

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Sr. Human Resource Manager

at Ace Cash Express, Inc.

Posted: 3/27/2019
Job Reference #: *6DBE7EFF95AAD17C

Job Description

Requisition Number

Sr. Human Resource Manager


Postal Code

Metropolitan Area
Corporate: Corporate Office-Irving, Texas

The Sr. Human Resource Manager (“Sr. HRM”) practices positive leadership to create an environment that encourages open communication, diversity of thought and respect for the individual. The Sr. HRM will consistently practice and champion the principle of an open-door organization by listening to issues, problems, or unpopular points of view from others and states opinions in a manner that encourages dialog and understanding rather than disengagement. The Sr. HRM will demonstrate up-to-date expertise in human resources and applies this to the development, execution and improvement of action plans. Provide coaching as needed, regularly evaluate performance against objectives. Challenges the status quo to drive for continued excellence and acts as a catalyst for change in providing high level human resources support.

Major Responsibilities
• Advises and guides operations peers and builds relationship with management teammates.
• Contributes to the development of the HR strategy and plays a key role in implementation and delivery through effective partnerships with other HR areas; including Corporate HR, Field Operations and Training
• Helps to create, deliver and implement a people strategy that will drive the achievement of the organization’s business strategy through maximizing employee engagement
• Investigates and resolves highly complex workplace complaints and disputes, documents findings and recommends corrective action and/or appropriate resolution in accordance with Federal, State, and local laws and works with leadership to resolve.
• Analyze, design, develop, and deliver solutions regarding people, systems, and structure to contribute to improving organizational effectiveness
• Leads and/or supports key talent management, engagement, and organizational development programs and initiatives by using a variety of HR-OD models, tools, and approaches.
• Identifies and uses instruments to analyze individual and group behavior and recommends strategies for making needed changes
• Confers with and/or advises management regarding interpretation of policies and/or processes; provides guidance to management to ensure compliance with federal, state and local laws.
• Works with the HR Managers and HR Generalists to ensure Employee Relations policies and procedures are appropriately aligned with Company culture and executed correctly.
• Keeps apprised of federal, state and local employment laws and regulations in order to ensure Company compliance.
• Remains knowledgeable of current state and federal laws, regulations and trends related to harassment and other discriminatory practices.
• Proactively drives improvements to business performance by providing expertise on organization design and change
• Takes an active part in design and execution of long-range HR business objectives and strategic plans focused on organizational effectiveness, workforce planning and staffing, performance management, enterprise systems and competitive performance-based total rewards systems. Ensures harmonized implementation of strategies.


Minimum Qualifications
• Bachelor’s degree in Business, Human Resources or Organizational Development required
• SPHR/PHR certification preferred
• 10+ years’ experience in HR, including 5+ years’ experience in an HR business partner role
• 3+ years in a management or supervisory position; people management responsibility for 5+ people.
• A solid understanding of standard concepts, practices and procedures within the employee relations field including EEO, FLSA, FMLA, ADAAA.
• Proven experience in investigating and resolving complex workplace complaints with field employees across the US.
• Experience should include work in a human resources analysis capacity, including job analysis, position evaluation, occupational classification and job description analysis
• Experience influencing and building relationships with senior business stakeholders
• Experience with rapid and complex changing work environment
• Experience working at senior management level within HR
• Strong project management skills; ability to lead projects at a network level to influence and obtain buy-in, and then drive execution and achievement of the right results
• Highly skilled in verbal and written communication including facilitation, delivering presentations, and providing targeted training
• Ability to flexibly move from strategic to tactical thinking and implement actions
• Ability to apply analytical skills and deliver HR strategies to effectively and holistically address business issues and support business strategies
• Ability to influence business and HR colleagues and think long term
• Recognizes and values personal and cultural differences
• Strong customer focus and employee experience mind-set
• Experience with enterprise-wide process or program implementations or other significant change management/organizational restructuring initiatives strongly preferred

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 major responsibilities.

While performing the duties of this job, the employee is regularly required to sit, stand or walk; use hands to finger, handle, or feel; reach with hands and arms; stoop or bend; and talk or hear. The employee must occasionally lift and/or move up to 50 lbs.

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 some work environments can be moderate.

The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted, as a comprehensive inventory of all duties, responsibilities, qualifications required of employees assigned to this job.