Welcome To Pepco - Applying For The Human Resource Director Position

Role:

The HR Director plays a critical role within Pepco's Team because he leads the efforts in the recruiting, the wellbeing, the personal and professional growth of our Team Members.

The HR Director is responsible for cultivating a “customer first” company culture within Pepco's location and grow our Team Members to ensure that we have the right Team Members at our different locations at the right time to ensure alignment with our corporate strategy.

The HR Director attract new customers and retain existing customers by ensuring that we have a “customer first” culture that serves them beyond expectations.

Main responsibilities:

1) Human Resources and Health & Safety: The HR Director is responsible to:

a. Develop, implement and monitor corporate plans for all HR matters such as compensation, benefits, health and safety, etc;

b. Support all levels of management by devising, implementing and monitoring strategies for performance evaluations, staffing, and training;

c. Develop and document HR & HS processes and policies;

d. Monitor adherence to internal policies;

e. Ensure Team Member files are up to date;

f. Anticipate and resolve HR & HS litigation risks; and

g. Report to senior management by analyzing data and using HR & HS KPIs.

2) Company Culture and Team Member Growth: In order to foster a “customer first” company culture, the HR Director is responsible to:

a. Develop, implement and monitor a corporate plan to foster a “customer first” company culture by guiding our Team Members on the path of self-actualization;

b. Support all levels of management by devising, implementing and monitoring strategies to grow Team Members both personally and professionally;

c. Monitor Team Members' progress on their learning paths; and

d. Report to senior management by analyzing data and using company culture and Team Members' satisfaction KPIs.

Deliverables:

1) Human Resources and Health & Safety:

a. Corporate HR and HS plans, processes and policies are documented and reviewed at least annually;

b. Team Members' files are complete and up to date; and

c. TRIF of X or less.

2) Company Culture and Team Member Growth:

a. Corporate plan to professionally and personally grow our Team Members is documented and monitored; and

b. Company culture and Team Members' satisfaction is surveyed at least twice per year.

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