Company Description

We take care of our employees, and they take care of our customers!

Become a member of a global community! The international logistics industry is an integral piece of the global trade puzzle; we make the world go round. Global supply chain management is what we do, and at the heart of Expeditors you will find professionalism, leadership, and a friendly environment, all of which foster an innovative, customer service-based approach to logistics. Expeditors is a global logistics company headquartered in Seattle, Washington. As a Fortune 500 company, we employ over 19,000 trained professionals in a worldwide network of over 350+ locations across six continents. Expeditors satisfies the increasingly sophisticated needs of international trade through customized solutions and seamless, integrated information systems.

Our Mission

We recruit, train, and retain the very best logistics and technical experts the world over. We love to promote from within - more than 50 percent of our employees have been at Expeditors for five years or more. Our high retention rate is influenced by a unique compensation program for positions that are more than just jobs - they're chances to grow, do what you love and build a career with us!

Job Description

Major Duties and Responsibilities

 

Manages Selection (Recruiting and Hiring) Program

Works with the district’s management team to build a talent pool made of internal and external candidates with a view to fill future vacant roles. As appropriate to the District, manages job ads, screens resumes, coordinates and assists with interviews and assesses candidates against job requirements. Ensures the district provides an exceptional recruiting experience for job candidates. Proficient in all recruiting and hiring functions in SmartRecruiters, acting as the system’s expert for the district and supporting with background checks. Responsible for managing job fair recruitment and Branch Recruitment Day to source talent. Job fair responsibilities include ensuring correct employees are in attendance and all materials are staged and prepared. Build out of referral program and networking events to continually source talent for the District. Provides updates at Manager Meetings reflecting our brand amongst potential applicants, impressions on LinkedIn and reviews talent pipeline. Sources feedback from Management Staff to understand and adapt to needs of The District

 

Manages Employee Onboarding Program

Works with the district’s management team and Employee Relations Coordinator to drive the onboarding process to ensure the best possible onboarding experience for new hires, using both Expeditors and local onboarding resources.  Ensures new employees are placed in their role with the necessary foundational skills, knowledge and resources by coordinating timely completion of the new hire orientation and new hire training (both Expeditors and role-specific).  We want new employees to feel welcome in the branch, so their name should be posted on the monitor by the reception desk on their first day, the new employee should be taken to lunch by members of different teams every day for the first week, a gift should be provided and a NEO packet should be distributed that includes their training plan for the first 30-60 days as well as an seating chart/org chart identifying other employees in the branch and who the report to. Responsible for 60 and 90 day check-in meetings and consistent contact to ensure New Employees are engaged and enjoying their experience, as well as gathering feedback for improvement opportunities and creating new training.

 

Drives Robust Training and Development Program

Drives a robust training program that meets district and employee development goals, ensuring employee skills and knowledge gaps are addressed timely.  Assists the district’s management team with creating and managing training plans, focusing on ongoing development of their employees.  Promotes development of managers by helping them move through leadership development programs.  Coordinates and/or performs professional training functions for the district including assessing training needs, developing training materials, conducting training classes, and evaluating training success.  Manages district compliance with training requirements to include: annually required training, new hire training, 52 hours training, OPA-required training, and dangerous goods expiration dates. Proficient in all learning functions of the PDC, acting as the system’s expert for the district. Responsible for conducting regular PDP meetings with all employees and helping to build Career Growth plans for each individual, as well as share feedback with the Management Staff to ensure all are consistent.

 

Manages Employee Performance Cycle

Manages the performance management cycle for the district by enabling a culture of frequent employee feedback and development.  Acts as a consultant to management teams by providing guidance on preparing and conducting employee performance evaluation and 1:1 meetings, and as requested, supports managers in having development conversations with their employees.  Assists managers with setting and managing relevant performance improvement goals in the PDC to ensure a framework for performance improvement. Follows-up with the management team on the status of employee performance reviews (required minimum one annually per employee) and 1:1s (minimum one per quarter) to ensure managers drive a constant connection with employees, their goals and their performance.  Proficient in all performance management functions of the PDC, acting as the system’s expert for the district.

 

Promotes Employee Growth

Promotes employee growth in the district, including assisting managers and employees with setting and managing relevant professional development goals in the PDC, ensuring a consistent focus on employee personal and career growth.  Provides management teams with skills and knowledge to effectively train, coach and mentor their teams. Where appropriate, works with the DM and managers to identify the manager’s #2, preparing both the manager and their #2 for the next step in their career path.  Responsible for the Mentorship Program, The Up&Comers Program, and drives career growth as a voice for the employee and an advocate for positions that are best suited to employee strengths.                                                                                                               

 

Employee Relations:

Support with employee relations issues with CHQ personnel with a goal of increasing employee retention. Conduct all exit interviews to understand reasoning and build into a Tactical Business Plan on how the District can continually improve. Act as the Employee to Customer engagement activist and ensure that all of our employees are meeting with customers in alignment with our tactical goals

 

Branch Events:

Maintain a calendar of events and coordinate activities to increase employee engagement and comradery.  Inquire about best practices with other Expeditors’ offices and research what other companies do to support their teams. Managers the Community Outreach Program as well as the Employee Experience Program in order to Elevate the Employee Experience. Attends America’s calls and shares/learns best practices to develop the best possible experience for all employees.  This includes driving all employee engagement and working with the EEE CHQ Team, as well as the Boston Employee Experience Committee.

 

District Personnel Development Manager Job-Specific Tasks and  Duties

This section lists job-specific tasks and duties, such as the ones listed below, that are completed on a regular basis.  

Manage job adsScreen resumes and conduct interviewsCreate onboarding plansBuild monthly training calendarConsult on training plansMonitor training completionsMonitor evaluation and 1:1 completion timeliness, quality, consistency and complianceCoach employees and managersManage Cristo Rey Student ProgramManage Intern ProgramConduct exit interviews for all departing employeesManage budget for all employee eventsControl District content surrounding employee experience (District Screens, District Meetings, etc.)Etc.

 

Training Requirements

This section lists the minimum training required to support this role:

Professional Development Center training with Regional TrainerAzure DevOps training with Regional Trainer and/or District ManagerEmployee Relations Coordinator CertificationExpeditors Leadership Platform Workshop (ELPW)Interview Course (Regional Class)Assessing Employee Performance (Regional Class)Facilitations Course (Regional Class)Presentations Course (Regional Class)Contributes and joins outside learning classes and seminars to keep pace with Industry changes and discover new and creative ways to continue to drive employee growth

 

QualificationsBachelor’s degreeExperience with recruiting and/or employee issuesExcellent interpersonal skillsGood computer skills (e.g., MS Excel, MS Word, MS PowerPoint)Fluent in English

Additional Information

Expeditors offers excellent benefits:

Paid Vacation, Holiday, Sick TimeHealth Plan: MedicalLife InsuranceEmployee Stock Purchase PlanTraining and Personnel Development ProgramGrowth opportunities within the companyEmployee Referral Program Bonus