Description

Who We Are:

From Georgia. For Georgia. Since 1914 Yancey Bros. Co. has proudly served as the authorized Caterpillar equipment dealer for Georgia, providing our customers with the highest quality sales, parts and service. From Caterpillar heavy and compact construction equipment to on-highway trucks, we remain committed to learning more about our customers, offering equipment and support to keep up with their changing needs. This all starts with our greatest asset…our employees.

What You Will Be Doing:

The Employee Experience Manager (EXM) is a regional human resource partner for the regional business leaders and is responsible for ensuring a positive employee experience and driving a people centric company culture. EXM’s are expected to provide HR generalist support to all the branches within the assigned region and may be asked to provide periodic support to neighboring regions as needed. EXM’s take the lead on employee orientations, onboarding, regional leadership training, succession planning, communication, employee relations, and various other recruiting and employee engagement initiatives.

Primary Responsibilities:

• Building relationships and collaboration with others

• Leading new employee orientations and onboarding

• Facilitating leadership training classes

• Providing coaching and consultation on employee relations issues

• Leading and supporting employee relations investigations

• Aligning with company direction and ensure consistent regional employee communication

• Supporting performance management process

• Facilitating and supporting career planning

• Supporting and following up on “Voice of Yancey” survey

• Reinforcing safety programs and training

• Ensuring compliance with local, state and federal employment laws and regulations

• Partnering with recruiters to attract top talent

• Building teams

• Supporting Wellness Programs

• Monitoring and enforcing AAP

• Be a culture champion and employee advocate

  Who We Are Looking For:

To be successful in this position you should have strong interpersonal and communication skills, advanced problem solving capabilities, and an understanding of employment regulations. Experience with classroom facilitation, innovation and vision, and strong accountability will also be required.

Education/Experience:

• High School Diploma or related equivalent required.

• Bachelor’s Degree from a four-year college or university or related equivalent experience.

  Required Qualifications/Skills:

• Must be eighteen years of age or older

• Must pass the Drug Test Must pass Background Check

• Must pass pre-employment tests if applicable

• Must be able to work a flexible schedule and have the ability to travel between branches

• Must have demonstrated ability to maintain sensitive and confidential information

• Strong interpersonal and communication skills

• Collaboration

• Class facilitation

• Coaching and talent development

• Innovation and vision

• Strong accountability and initiative

• Advanced problem solving capabilities and conflict resolution skills

• Demonstrated success in team leadership and leader development

• Understanding of employment regulations

• Computer and technology proficiency

  Preferred Qualifications:

• 5 years of relevant human resource and leadership work experience

• Track record of influencing various levels of leadership without authority

• Supervisory experience and multi-unit experience

  Success Competencies:

• Develops Talent- Develops others as individuals and leaders. Provides basic coaching, feedback, and guidance to improve performance and aligns employee goals with group and organization goals.

• Decision Quality- Makes reasonable and timely decisions under difficult and/or urgent circumstances that address root causes of problems. Gathers and analyzes relevant information from several sources and necessary persons. Builds consensus around recommendations, especially when conflict exists. Assists others in problem solving and decision making. Follows up on results and provides feedback for analysis.

• Plans & Aligns- Stays focused on plans but makes adjustments when changes or unexpected events occur. Aligns own group’s work with the activities of other workgroups. Ensures that plans address the main risks and provide appropriate contingencies. Looks to the future and determines the main resources required to accomplish goals; takes adequate steps to obtain them.

• Manages Conflict- Settles differences in opinion involving self and others in productive ways with minimal noise. Considers the perspectives of others and approaches objectively, defending own opinion, flexing to another's, or suggesting some combination of both as appropriate.

• Drives Engagement- Drives to do one's best; encourages others to do so. Makes group members feel as though their contributions are important. Invites input and shares ownership and visibility. Structures work so it aligns with employees' goals and motivators.

• Drives Results- Has a track record of exceeding individual and group goals successfully despite obstacles and setbacks. Guides, encourages, and motivates others to drive towards individual and group desired results. Consistently measures against projected results to adjust pace for delivery that meets or exceeds time and resource expectations.

• Collaborates- Partners with others across groups or areas as expected. Effectively represents and balances own and collective interests when collaborating with others. Credits others for contributions and accomplishments.

• Communicates Effectively- Presents information in a clear, concise, honest, and logical manner. Communicates effectively across mediums with peers and those somewhat more senior in business and technical areas. Uses active listening in understanding message content and point of view; clarifies as needed. Takes non-verbal messages into account.

• Manages Ambiguity- Demonstrates openness to change and seeks guidance on how to adapt. Responds effectively when faced with a problem that has no clear solution. Handles transitions or changing circumstances appropriately. Seeks to resolve ambiguity and make progress despite a lack of clarity.

  Values:

At Yancey Bros. Co, we are always looking to add people to our team who share our core values:

• Safety: We value the lives and health of our team and customers above all else.

• Integrity: We are ethical and trustworthy, demonstrate respect for others, and communicate truthfully and promptly.

• Teamwork: We work as one across our organization for the benefit of our customers.

• Excellence: We strive to be the best, continuously improving our customers’ experience and the solutions we provide.

• Sense of Urgency: We respond quickly to customer needs and hold ourselves accountable for results.

Ideal candidates will demonstrate the following values:

• Acting in a safe manner

• Exhibiting honesty and integrity

• Acting in a fair and ethical manner

• Team mentality

• Delivering quality results

• Embraces change / improvement

• Exhibiting superior customer service skills

• Exhibiting pride and ownership

• Working with a sense of urgency

• Exhibiting a winning attitude

  What We Offer:

Yancey Bros Co offers a full benefits package that includes aggressive compensation levels, technician tool allowances, full medical, vision and dental coverage, employee wellness programs, paid vacations and more.

Competitive Pay Structure

• Compensation: Competitive Pay

• Individual Bonus Opportunities Available

• 401k Plan Strong Company Match

• Employee Profit Sharing

• Financial Wellness Coaching

  Employee Wellness Program

• Medical, Vision, Dental Insurance

• Prescription Drug Coverage

• Health Savings Accounts

• Short & Long Term Disability

• Group Life Insurance

  Personal Time Off

• Paid Holidays

• Paid Sick Leave

  Career Development

• Ongoing Training

• Advancement Opportunities

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)