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ID:  121364
Location: 

Nashville. Tn, US

HR Manager

APL, one of the worlds leading ocean carriers, offers more than 90 weekly services and call ports in over 50 countries worldwide. We provide container transportation through our international shipping network which combines high-quality intermodal operations with advanced technology, equipment and e-commerce. APL is part of the CMA CGM Group, a leading worldwide shipping group founded in 1978 by Jacques R. Saade. CMA CGM has a global presence thanks to its numerous vessels calling various ports all over the world. CMA CGM has grown continuously, and has been constantly innovating to offer its clients new sea, land and logistics solutions. Headquartered in Marseilles, the Group has employees all over the world in hundreds of agencies. With over 160 years of experience, APL has the knowledge and the expertise to help our customers grow their businesses and negotiate in an increasingly complex and ever-changing global marketplace - whether that is venturing into new territories or growing in already developed markets.

Job Title                               People Solutions & Engagement Business Partner (HRBP)

Location                               Nashville, TN or Arlington, VA

Reports to                           Director of Human Resources

About this role:

A key player on the People Solutions & Engagement Team, responsible for providing strategic partnership with Operations team and the union leadership that results in a thriving culture, engaged teams and a more productive and profitable business. This role contributes to the health and success of the organization by knowing the business priorities and proactively collaborating with the People Solutions leadership team and business leaders to identify, develop, and implement functional strategies that meet the needs of the business, including ensuring each function has the right talent, structure, culture and processes in place.

This role is hands on for a wide variety of people practices, programs, and tools that bring to life our culture for every employee. This role also will solve organizational challenges through people-related solutions and will require thinking big, using data to guide problem-solving, being comfortable challenging convention, and reinventing how work is done. In our model, the business partner builds strong people management skills within the leadership team.

  • People Plan - Collaborate with Business Unit leader and business leaders to identify business priorities and build a tailored people strategy for consistency across each function. Ensure alignment and delivery of the enterprise people strategy, roadmap, initiatives, and tools with business strategic goals, and advise on the development and implementation of the holistic people solutions (e.g., talent management, leadership effectiveness, diversity and inclusion, culture).  Administers and interprets labor agreements, administers grievance procedures, and provides labor relations support during contract negotiations.
  • Organizational Diagnostics – Develop a systems-thinking model, to diagnose talent management processes/programs, talent pyramid, talent needs, movement, compensation patterns, risks, business insights and interpret results to build recommendations based on data analyses. Use knowledge of the business to identify trends/themes, communicate findings and provide meaningful recommendations to people leaders and key stakeholders. Translate data and insights into action and lead implementation of organizational solutions. Actively manage a workforce plan including headcount, statuses of headcount and associated costs.
  • Organizational Design - Interpret business needs and people priorities. Contribute to the design and/or integration of the holistic organizational plan (i.e., talent, structure, culture, process) for each function. Monitor, execute, and continuously evolve.
  • Strategic Talent Management – Identify and predict current and future talent needs and influence the design and implementation of strategic talent acquisition and talent management solutions in alignment with organizational strategy, data, and budgets. In partnership with other teams, design talent movement plans for critical roles and establish a talent pipeline. Identify strategies to influence talent development plans and programs and establish a roadmap to build capabilities by helping business leaders make decisions to build, buy, or borrow talent and assess impact of the decisions on Diversity, Equity & Inclusion.
  • Change Management - Identify the needs for change and lead the implementation and adaption to new or changing structures (leadership or organizational), cultural change, or programs/processes (e.g., training, talent movement) for an organization. Contribute to developing change management and communication plans in collaboration with the Communications team, peers, business leaders, and other key stakeholders.

 

  • Leadership & Team Performance – Assess and interpret metrics to monitor and ensure leadership performance and identify strategies and action plans to enable leadership and team transformation. Design and manage the implementation of interventions to improve leadership and team performance and capability. Coach managers and leaders to facilitate organizational change and model our leadership competencies and an inclusive environment. Lead complex initiatives where the impact is significant in supporting leadership and employee needs
  • People Relations – Provide performance management coaching, guidance, maintain in-depth knowledge of legal requirements related to the day-to-day management of employees, reducing employee risk, and ensuring regulatory compliance matters. Provide people relations policy and SOP guidance, interpretation, and implementation with the support of the people and labor relations practices, processes, and programs.

Leadership Characteristics

  • Considerate Thinker: Sees the big picture and understands how own actions and decisions impact others and the organization as a whole
  • Solutions Developer: Actively scans the environment for new approaches, blending different ideas to come with creative yet effective solutions
  • Accountable Achiever: Actively gets things done, raising the bar for performance, and taking accountability for own actions
  • Agile Advocate: Driven by the sense of urgency, promotes change and takes smart risks in pursuit of goals
  • Connection Builder: Develops trust-based relationships across boundaries and encourages collaboration; adapts own style to communicate impactfully; self-aware, curious to learn, seeks feedback
  • People Enabler: Empowers others by providing autonomy and encouraging self-expression, valuing, and amplifying each person’s uniqueness.

 

Qualifications

Required/Minimum Qualifications

  • Bachelor's Degree
  • 7+ years of work experience with Human Resources processes or related (e.g., hiring, training, performance management)


Additional, Preferred Qualifications

  • Master's Degree (MBA)
  • 2+ years’ experience partnering with wide network of partners and to deliver effective people solutions
  • Management Consulting and/or Leadership Coaching
  • Experience leading or directly supporting HR Transformation Programs
  • Human Resources Professional Certification (e.g., PHR, SPHR, SHRM)

APL is an Equal Opportunity Employer/Minorities/Female/Disabled/Protected Veteran/Gender Identity/Sexual Orientation.

Alternative application methods are available for individuals who are unable to use or access our online application system.    For assistance, please contact us at Applicant_Assistance@apl.com.

 

 

 

 

 

 

 

 

 


Nearest Major Market: Nashville

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