Job Data

Job Title:
Department:
Supervisor:
Pay Class / FLSA Status:

Human Resources Representative
Management
General Manager / Dealer Principal
Salaried / Exempt

• This position is responsible for ensuring HR processes and systems align employee behaviors and contribution with dealership goals. Provides the Human Resource perspective to the overall management team for the facility. Compliance with all regulatory (governmental) reporting within the Human Resources/Safety function is within the scope of this position.

• Recruitment, Hiring and Orientation Processes
• Employee Training, Development and Retention
• Compensation and Benefits
• Performance Management Processes
• Safety/OSHA/Workman’s Compensation
• Administrative
• Customer Service

1. Recruitment, Hiring and Orientation Processes
   • Oversee and conduct the recruitment and hiring process. Provide “hands-on” support to departmental managers to ensure uniformity with regard to dealership hiring practices.
   • Leads activities to ensure continuous improvement of recruitment and hiring processes.
   • Develops systems and processes to insure fair, legal and effective selection of dealership personnel, including establishing recruitment sources, conducting field recruiting, and developing advertising strategies.
   • Responsible for the New Employee Orientation and Training Program to ensure that all personnel are properly to all departments and activities throughout the dealership.
2. Employee Training, Development and Retention
   • Facilitate all dealership wide, departmental and individual training and development issues.
   • Assist managers is developing and monitoring developmental plans for all individuals in their departments.
   • Ensure adequate facilities and resources are available to support the dealership wide training plans.
   • Conduct periodic employee feedback sessions to assess employee morale and job satisfaction.
   • Work with General Manager and Owners to implement strategies for improving employee commitment and loyalty.
   • Provide “hands-on” support to General Manager in maintaining an Employee Recognition Process in order to recognize and reward excellence within the dealership.
3. Compensation and Benefits
   • Work with Owners and General Manager to maintain a competitive compensation and benefits package that has an acceptable cost structure for the dealership.
   • Ensure that pay and incentive plans are structured to reward performance that supports dealership goals.
4. Performance Management Process
   • Ensure an effective Employee Performance Management Process is applied consistently throughout the dealership. The process includes establishing individual performance goals, periodic performance reviews, year-end performance review and a coaching process for employees not performing at an acceptable level.
   • Ensure training and development processes are aligned with the Performance Management Process.
   • Acts as a liaison for managers and employees when working on performance or behavioral improvement plans as well as assisting employees with conflict resolution.
   • Coaches owners and managers on how to maintain a high performance, high job satisfaction work environment.
5. Safety/OSHA/Workman’s Compensation
   • Ensures Safety and Health processes meet organization objectives and regulatory compliance.
   • Responsible for implementing pro-active safety practices throughout the dealership to prevent injuries from occurring.
   • Maintain records for all work injury claims and OSHA requirements.
   • Oversees and manages any Workman’s Compensation claims.
6. Administrative
   • Maintain central location for all Standard Operating Procedures (SOP’s), job descriptions and organization charts.
   • Maintain and update the Employee Handbook, which outlines the policies, procedures and benefits available to employees and to provide a framework for employees to resolve employment situations in a fair and consistent manner.
   • Maintain all required employment records in compliance with regulations and in a secure location.
   • Maintain employee rosters and communication directories.
7. Customer Service
   • Greet customers in a courteous and friendly manner.
   • Ensures new hire training includes appropriate content to reinforce the dealership’s philosophy on customer service and our commitment to make it right.

• No direct reports but assists managers in working with their employees.
• Works with managers to determine compensation levels for all employees to ensure consistency across the dealership.
• Assist managers and supervisors in improving their leadership skills.
• Sets human resources policies and procedures for dealership subject to approval by the owner(s).
• Reviews all year-end performance reviews to ensure consistency across departments.
• Assists managers in handling conflicts between individuals and departments of the dealership.

• Treat all employees and customers fairly, courteously, with dignity and extraordinary respect.
• Model superior customer service behavior for all service personnel by maintaining positive relationships with customers, employees and owner(s).
• Be honest and fair in all business dealings.
• Set the tone for working relationships in your dealership.

• Three to five years of Human Resources experience preferably in an upscale retail environment.
• Demonstrated ability to develop processes for hiring, managing, and retaining quality people.
• Must be computer literate and proficient with Microsoft Office products especially Word and Excel as well as general e-mail and Internet usage.
• Excellent communication skills including written, verbal and interpersonal.
• Capable of maintaining confidentiality of appropriate information.

• Frequently works on the computer in a typical office environment.

• Is potentially exposed to battery acid, gasoline, chemical cleaning materials or other toxic materials commonly found in a motor vehicle service department.
• Occasionally, exposed to loud noise, exhaust fumes or other airborne particles.