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Job description

At Holman, we exist to provide rewarding careers and better lives for employees and their families. We hire, train, empower, and reward exceptional people. Our journey is guided by our desire to get it right every time and the acknowledgement that we have an opportunity to be better. To be better, we have to do better, and to do better we must know better. That’s why we are listening, open to learning new things – about ourselves and each other. We will never stop striving for improved diversity, equity, and inclusion because we are successful together when we feel trusted and supported. It’s The Holman Way.

At Holman, your total compensation goes beyond your paycheck. To position you for success and provide a rewarding career and better life for you and your family, Holman is proud to offer you the benefits you deserve; including protection against illness, disability, loss of work, or preparation for retirement. Below is a brief overview of these programs (programs may vary by country or worker type):

Health Insurance

Dental Insurance

Life and Disability Insurance

Flexible Spending and Health Savings Accounts

Employee Assistance Program

Retirement Plan

Paid Time Off

Tuition Reimbursement

As a key member of the UK Senior Leadership team, the UK HR Leader is responsible for planning, implementing, and evaluating the human resources function for the UK business in alignment with the company's strategic direction and in compliance with ethical and legal standards. This role serves as a strategic partner to the business unit, participating in the development of plans and programs and providing insight on the impact on people.

Primary Tasks:
Translate strategic and tactical business plans into HR operational plans that comply with company policies and practices while supporting business unit goals
Develop staffing strategies and plans to both identify talent within and outside the company for key positions and ensure we attract and retain our key talent
Develop and maintain a robust succession planning strategy
Evaluate and ensure consistency in the implementation of human resources policies, such as employee orientation and performance management
Oversee employee relations within the business unit and provide confidential counsel to Senior Leadership
Collaborate with legal counsel to manage employment-related legal cases
Continuously assess the competitiveness of programs and practices against relevant companies, industries, and markets
Lead HR engagement with customers as required
Coach and mentor other managers within the organization in effective managerial practices, legal considerations, and employee relations
Manage the human resources information system and necessary reports for critical analysis of the HR function and the people resources of the business unit
Lead, manage, and develop others in the HR function of the business unit
Oversee Holman Learning & Development Strategy
Perform other duties and special projects as assigned

KNOW-HOW

Know-How includes every kind of relevant knowledge, skill, and experience, however acquired, needed for acceptable performance in a job or role. Know-How has three dimensions: Practical/Technical Knowledge, Planning, Organizing and Managerial Knowledge; and Communicating & Influencing Skills. In the space below, please list the minimum requirements within each of the categories.

Education and/or Training:
Undergraduate degree in Human Resources or Business required, or equivalent sustained operational success within the company's operations business units
Graduate level degree in Human Resources or related field strongly preferred

Relevant Work Experience:
5+ years' experience, including 3+ at a leadership level with multiple levels of reporting relationships strongly preferred
Advanced understanding of best practices in recruiting, compensation, benefits, training, organizational development, employee relations, and policy preparation
Advanced understanding of employment law

Planning/Organizing/Managerial Knowledge:
(Ranges from task-focused to integrating related functions, to broadly strategic integration)

Knowledge of how to manage a departmental strategy and budget
Ability to integrate related functions and make strategic decisions
Establishes measureable results, objectives and milestones for self and others

Communicating & Influencing Skills:
(Does the job require communication, reasoning with others, or changing behaviors?)

Strong communication and interpersonal skills to effectively interact with employees at all levels of the organization
Ability to influence and negotiate with senior management and external partners
Excellent presentation skills
Inspires teams’ success by creating the right working climate
Leads out front and is visible
Inspiring, motivating, encouraging and accountable

PROBLEM SOLVING

Indicate those statements that describe the process by which this position solves problems. Show the % that the relevant statement represents among all problem solving done by this role. The sum of percentages indicated for each category should equal 100%. For each relevant statement, give an example of a problem and the method of resolution.

The problems are similar to each other and have a limited number of predefined solutions. Standing procedures/plans and/or a structured routine directs the problem solving process.

% of all problems: 30%
Example: Assisting managers in addressing routine employee relations/performance issues. Counseling managers on how to handle challenging discussions and marshaling resources to put the team in a position to win.

The problems encountered are dissimilar and typically have a number of solutions. The solutions may be derived from a general plan or a flexible routine may be utilized to solve problems of this type.

% of all problems: 30%
Example: A department or business has a turnover problem. After reviewing relevant data, interviewing employees and leaders, partner with the business to build and execute a plan to address the underlying issues causing turnover.

The problems encountered are unique situations and there is an unlimited number of solutions, many of which are unknown. There are no procedures or routines to follow, but only broad policies to guide the problem solving process.

% of all problems: 40%
Example: The company is entering a new business segment that requires different talent. Working with key stakeholders, contribute to the human capital plan – including identify staffing needs, training needs, and compensation considerations, and successfully execute the plan to meet those needs.

ACCOUNTABILITY

This describes the extent to which this position is answerable for actions and their consequences. It measures the effect of the job/role on end results.

For each type of Accountability, indicate an approximate dollar value of impact and whether the role has a Direct impact (controls end results or shares control with peer positions) or Indirect impact (generally informational, interpretive, analytical, or enables others to take action). If no dollar value can be determined, enter Non-Quantifiable instead of an amount.

Sales

$ value: Non-Quantifiable
Direct/Indirect: Indirect

Selling, General, & Administrative

$ value: Non-Quantifiable
Direct/Indirect: Indirect

Manufacturing

$ value: N/A
Direct/Indirect: N/A

Project Management

$ value: Varies
Direct/Indirect: Indirect

Assets

$ value: Non-Quantifiable
Direct/Indirect: Indirect

Other (Please specify):
$ value:Direct/Indirect:
OUTPUTS

List statements which describe the primary results/outputs for which this position is held accountable. In contrast to the inputs provided in the beginning of this document, you are listing things that the incumbent is held accountable for delivering.

Please limit the list to 5 or 6 statements.

Creation of the UK HR strategic direction ensuring compliance with ethical and legal standards
Identification and development of top talent within the business unit
Maintain positive employee relations and a positive employee climate within the business unit
Successful management of employment-related legal cases
Create competitive and effective human resources programs and practices that support business unit goals.

Holman is a global automotive leader that serves both commercial and consumer clients The Holman Way by always doing the right thing for our people, our customers, and the community since 1924. The Holman story began nearly a century ago as a single Ford dealership in New Jersey. Today, Holman, headquartered in Mount Laurel, New Jersey, is one of the largest family-owned automotive service organizations in North America with more than 6,500 employees across North America, the UK, and Germany.

Holman delivers a unique range of automotive-centric services including industry-leading fleet management and leasing; vehicle fabrication and upfitting; component manufacturing and productivity solutions; powertrain distribution and logistics services; commercial and personal insurance and risk management; and retail automotive sales as one of the largest privately owned dealership groups in the United States. Guided by its deeply rooted core values and principles, Holman is continuously Driving What’s Right.

Holman provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.