HR Divisional Partner - WEINS Corporate (CO)

Job Summary

The HR Divisional Partner, reporting to the GM People and Engagement, will champion HR inside their assigned Divisions of WEINS Auto Group supporting their needs as the strategies become reality within the dealerships. You are a participative and compassionate professional who will be a part of a team of like-minded individuals who specialize in Attraction and Recruitment, HR and Health & Safety, Associate Engagement, Training and Performance Management.

The HR Divisional Partner works one day a week at the corporate office and the remaining days at the assigned dealerships. An overview of the accountabilities, and responsibilities have been broken into three areas, People & Culture, Teamwork and Collaboration and Reporting.

Responsibilities:

Part 1: People & Culture

Accountable for:

Building and maintaining strong relationships with Leaders and Managers in their network of divisions through:

• Being present, visible, and approachable in the dealership.
• Working to establish knowledge of how the dealership operates and its needs.
• Having a clear and concise understanding of all roles within the dealership including the competencies and skills required.
• Spend time working and observing the positions to gain insight and identify opportunities.
• Create a cadence of regular structured meetings with the GM and Managers on a regular basis to discuss People and Culture Strategies and their implementation and provide updates on anything HR related.

Executing on all culture, performance and engagement campaigns or activities through:

• Developing Workback Plans to ensure deadlines are met.
• Conducting regular meetings with stakeholders to create awareness or upskill associates within a certain area.
• Ensuring that the assigned divisions are communicating staffing needs to Talent Acquisition and are filling vacant positions as swiftly as possible
• Owning the relationship with the divisions and being accountable for driving the attraction and recruitment strategies in partnership with Talent Attraction

Supporting all Leaves of Absences for Assigned Divisions

• Not limited to Maternity, Parental, Short-Term and Long-Term Disability related leaves
• Inclusive of maintaining contact with the employee and carrier.

Part 2: Teamwork and Collaboration

Collaborate with your fellow HR Divisional Partners through:

• Establishing weekly touchpoints and progress meetings to share success stories and
• Partnering with the Attraction and Recruitment teams to implement solutions that are tailored to your regional needs.
• Present divisional updates at a minimum weekly to the Divisional HR Manager to provide and obtain updates, solicit feedback, and consultation on how to improve or manage complex situations.
• Supporting the onboarding of all new hires within the assigned divisions, not limited to:
• Preparing Managers for a new hire’s first day:
• Adhering to WEINS Orientation program and adapting parts to reflect your divisions needs.
• Hold regular Orientations with new hires,
• Partnering with the training specialist to support the implementation of development activities including, the Employee Satisfaction Survey.
• Day-to-day HR management activities are addressed and/or resolved in a timely manner and in accordance with the WEINGS Employee Centric Principles through: Ensuring all stakeholders within the divisions have adequate knowledge of HR Systems
• Ensure proper training on the HR Systems is administered to division partners to support their needs.
• Lead the HR function in the divisions and support in the Progressive Discipline including conducting Investigations and Performance Planning processes, ensuring that once a plan is started that it is followed through, partnering with the other HR verticals as necessary.
• Engage with Divisional HR Manager on all ER matters that require escalation.

Part 3: Reporting

• Accountable for managing the data relating to the following levels of achievement: Onboarding, Training, Performance Reviews, Compliance to paperwork completion and managing the Associate’s Journey.
• Prepare reports as required by the GM of People and Culture

Competencies:

• Action Oriented
• Effectively deals with Ambiguity and manages complex issues
• Agile
• Manages Diverse Relationships
• Business Acumen
• Courage
• Composure
• Creativity
• Customer Focus
• Integrity and Trust
• Open and Receptive and approachable

Skills:

• Competent in all transactional HR related processes.
• Excellent listening skills coupled with strong verbal and written communication skills.
• Strong analytical and problem-solving skills and the ability to execute on them.
• Good presentation skills and the ability to lead meetings in a productive and facilitative manner
• Attention to detail
• Recognizing areas of opportunity and presenting solutions to solve for the opportunity
• Ability to apply discretion and maintain confidentiality when handling sensitive information.
• Ability to develop and manage interpersonal relationships and mediate others to achieve the same.
• Tech savvy and proficient in Microsoft Office Suite or related software.

Job Qualifications:

• 3-5 years of progressive HR Generalist experience in multiple HR functions (recruiting, employee relations, performance management, training, employee development, etc.).
• Degree/Certificate Human Resources Management or a related field.
• Experience in conducting and concluding investigations
• Experience working with an HCM software.

Physical Requirements:

Team members must be able to meet the physical demands above in order to successfully perform the essential job functions. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Frequency options consist of: Continuously, Frequently, Occasionally and Never.

Physical Requirements Hours Per Day Lifting Requirements Frequency

Sitting 4-5 Hours Lifting 0 - 15 lbs* Occasionally

Standing 2-3 Hours Lifting 16 – 50 lbs* Occasionally

Walking 0-1 Hours Lifting 51 - 100 lbs Never

Stooping 0-1 Hours Lifting Over 100 lbs Never

Crawling 0-1 Hours

Kneeling 0-1 Hours Carrying Requirements Frequency

Bending 0-1 Hours Carrying 0 - 15 lbs* Occasionally

Reaching (above your head) 0-1 Hours Carrying 16 – 50 lbs* Occasionally

Climbing 0 Hours Carrying 51 - 100 lbs Never

Grasping 0 Hours Carrying Over 100 lbs Never

Auditory/Visual Requirements Frequency Pushing/Pulling Requirements Frequency

Close Vision Continuously Pushing/Pulling 0 - 15 lbs* Occasionally

Distance Vision Continuously Pushing/Pulling 16 – 50 lbs* Occasionally

Color Vision Continuously Pushing/Pulling 51 - 100 lbs* Occasionally

Peripheral Vision Continuously Pushing/Pulling Over 100 lbs Never

Depth Perception Continuously *Identifies the physical requirements that team members perform without assistance.

Hearing Continuously

Work Environment

Office

Work is performed primarily in an office environment.  Working times may include irregular hours and on-call status including days, evenings, weekends, and holidays. Team members must adhere to appearance guidelines as defined by the Company. Based in an office environment and when traveling, on an individual location or a representation of locations in that city or area.

As part of our recruitment and training process, WEINS Canada (O/A WEINS Auto Group) and all our divisions, use artificial intelligence (AI)-powered tools to assist in evaluating candidates for roles. These tools may be used to:

• Assess skills and competencies through simulated training environments.
• Analyze responses to training modules or testing scenarios.
• Generate performance insights to support hiring decisions.

The AI systems used are designed to support fair and consistent evaluation. We are committed to ensuring that these tools do not result in discrimination or bias based on race, gender, disability, or other protected grounds under the Ontario Human Rights Code. If you have questions or concerns about the use of AI in our hiring or training process, or if you require accommodations, please direct your inquiry to our Talent Acquisition Team at careers@weinsautogroup.com.

Successful candidates will be subject to background checks not limited to criminal, credit, educational and or employment verification.

Accommodation will be provided in accordance with AODA. If you require accommodations during the recruitment process, please indicate this in advance.

This is an existing vacancy.