Phrca Jobs (NOW HIRING)

AWC is hiring a Regional HR Manager for our Corporate Office location in Tacoma WA with a hybrid work setting, including 3 days a week at our Tacoma office. This is a salaried position $100,000-$125,000 plus yearly Bonus eligible. The successful candidate's actual pay will be based on various factors, such as qualifications, experience, internal equity, and market considerations.
AWC offers a generous benefits package supporting both physical and mental wellbeing. Benefits include -health insurance for associates, spouses and children; basic life and AD&D insurance; disability insurance; EAP; auto discounts; fitness reimbursement; a 401K plan with company contribution; and several voluntary benefits. AWC corporate staff have paid holidays, floating holidays, vacation and sick accruals, bereavement leave and jury duty leave.
Summary
The Regional Human Resource Manager (RHRM) serves as a strategic partner to operations leadership within the region, providing guidance and support in all areas of human resources to drive business success. This role is responsible for aligning HR practices with company goals, fostering a positive and engaging workplace culture, and ensuring compliance with employment laws and company policies. By leading talent management, employee relations, and organizational development initiatives, the RHRM helps build a high-performing workforce that supports operational excellence in the automotive industry.
AWC is family-owned and operated. Our vision: We are committed to being North America's leader in finished vehicle logistics. Our mission: Our responsibility is to service customer vehicles safely, efficiently, with quality and pride. Our values: We treat others as they want to be treated. The RHRM guides, promotes, and supports these vision, mission, and values.
Essential Duties and Responsibilities

• Partners with facility leadership to develop and implement HR goals, systems, and processes that support business success.
• Recommends and administers policies, procedures, and process improvements to ensure consistency and efficiency across assigned facilities.
• Collaborates on associate engagement survey follow-up and cultural improvement initiatives.
• Keeps management informed of associate issues, trends, and risks that could affect operations.
• Conducts HR audits at facilities and staffing agencies to ensure compliance with company policies and legal requirements.
• Provides guidance to associates and supervisors on workplace issues, policies, and procedures.
• Conducts thorough impartial investigations and collaborates on disciplinary and termination actions, ensuring fairness, documentation, and legal compliance.
• Supports facility safety programs by reviewing safety meetings, inspections, and logs, and ensuring timely reporting of incidents.
• Protects company and associate interests by monitoring compliance with labor laws and regulations.
• Safeguards confidentiality and demonstrates professionalism in all HR matters.

• Supports collective bargaining and union grievance processes.
• Communicates policy updates and HR-related information to associates.
• Partners with the recruiting team to oversee recruiting strategies and staffing plans to attract and retain qualified associates.
• Reviews and approves background checks and pre-employment screenings.
• Manages temporary labor providers, maintaining records to meet company guidelines and business needs.
• Maintains organization charts, labor hour tracking, and related workforce reports.
• Ensures accuracy and timely submission of facility HR reports.
• Records and tracks associate status changes and other HR transactions.
• Provides support in preparing reports for management and external agencies.
• Works cross-functionally to address business needs and support company initiatives.
• Responds to inquiries from associates, managers, and candidates, providing excellent service and fostering teamwork.
• Demonstrates initiative, adaptability, and commitment to learning new skills.
• Performs other duties as assigned.

Minimum Requirements

• Associate's degree in business or related field
• Minimum of five years of progressive HR experience, including employee relations, labor relations, management coaching, and implementation of HR programs and initiatives
• Minimum of five years of experience supporting a unionized workforce, including grievance administration and labor-management
• Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP); PHRca preferred
• Strong working knowledge of federal, state, and local employment laws, including California, Oregon, and Washington employment regulations, as well as compensation, organizational development, training, and employee relations practices
• Excellent communication, interpersonal, and relationship-building skills, with the ability to influence and collaborate effectively at all organizational levels
• Demonstrated ability to handle sensitive and confidential matters with professionalism, sound judgment, and discretion
• Strong analytical, problem-solving, organizational, and project management skills, with the ability to manage multiple priorities in a fast-paced environment
• Proficiency in Microsoft Office applications and HRIS systems
• Collaborative, service-oriented leadership style with the ability to balance business objectives, associate needs, and operational priorities
• Ability and willingness to travel regularly throughout assigned regions by car, train, or air, and flexibility to adjust work schedules as business needs require

Work Environment

• Office environment with extended periods of sitting, computer use, and occasional public speaking.
• Although the position is in Tacoma, Washington, domestic and international travel is required up to 30% of the time.
• This position is currently hybrid, allowing for both remote and in-office work. The hybrid schedule is subject to change at any time at the direction of management.

Disclaimer
The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of employees assigned to this position.
Equal Employment Opportunity
AWC is an Equal Employment Opportunity (EEO) employer and does not discriminate on the basis of race, color, national origin, religion, gender, age, veteran status, political affiliation, sexual orientation, marital status, disability, or any other protected class with respect to employment opportunities.