EFL Associates
11440 Tomahawk Creek Parkway
Leawood, KS 66211
Phone: 913.234.1560
www.eflassociates.com
WATCO COMPANIES, INC.
REGIONAL HUMAN RESOURCE MANAGER
POSITION SPECIFICATIONS
CLIENT
Our client, WATCO Companies, Inc. (WCI) is a transportation company that offers a
wide-range of railcar services. Subsidiary, Watco Terminal and Port Services (WTPS) is
a rail-centered transloading, warehousing and intermodal division of the Watco Group.
The transloading division operates seven warehouses throughout the country. They
also operate several transloading facilities and specialize in loading and unloading
railcars and moving commodities to their next destination.
Founded in 1983 by Charles R. (Dick) Webb. Watco is composed of three divisions;
transportation, mechanical and transloading. WCI is the owner of Watco Transportation
Services, Inc. (WTS), who operates 23 short line railroads in 18 states and is one of the
largest short line railroad companies in the U.S. As of July 2010 they operate on 3,500
miles of leased and owned track. Also lumped under transportation is the contract
switching that the company provides service for 23 customers. This is the service that
Watco originally offered before branching out into other areas.
We are seeking a Regional Human Resource Manager who possesses a full
complement of functional generalist experience. A true “roll up your sleeves” talent
experienced in ramping-up remote locations and working side-by-side with field
operations and management.
Geographically, the position will be located in our regional office in Minot, ND and will
support multiple locations across the state of North Dakota and Canada. Relevant
websites that provide meaningful information about the region are as follows:
 Williston North Dakota Chamber of Commerce
 Williston Convention & Visitors Bureau
 City of Minot
www.willistonchamber.org
www.visitwiwlliston.com
www.minotnd.org
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SPECIFICATIONS – REGIONAL HUMAN RESOURCE MANAGER
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 Minot Area Chamber of Commerce
www.minotchamber.org
RESPONSIBILITIES
The Regional Human Resources Manager (the “Manager”) will report to the Director of
Human Resource and will be responsible for leading, developing and implementing the
company’s regional human resource programs to support the continued growth and
success of the business. S/he will partner with the business team to drive human
resource strategies, policies and practices in the areas of employee relations, including
recruiting, talent management, compensation, diversity, benefits, training and workforce
planning.
The Manager will serve as an active resource with accountability for organizational and
personnel development, selection/recruitment, compensation and benefit structures,
corporate communications, recognition and reward programs, and insurance
administration (inclusive of a captive worker’s compensation plan), and HR compliance.
In conjunction with the operating company management, the Manager will provide HR
support to the operating unit and ensure compliance with corporate human resource
policy and procedures. Regular travel to the company’s facilities is a requirement of
this position. More specific duties of this position will entail:
This “hands-on” position will oversee all regional employee relations matters by
ensuring supervisors and managers demonstrate the ability to handle employee
disputes, performance improvement actions and disciplinary actions; as well as lead
performance management processes for the region. In general, the Manager will
administer policies to all phases of human resource activities by performing the
following duties:
 Maintains knowledge of regional legal requirements and government reporting
regulations affecting human resources functions and ensures policies,
procedures, and reporting are in compliance.
 Works with managers to identify specific hiring needs of each location.
 Interfaces with the Front-Line Manager in the applicant identification, interview,
and selection process when filling vacant positions.
 Promotes Human Capital Management Systems implementation, training, and
maintenance involving Applicant Tracking System, Performance Management
System, Learning Management System, Succession Planning, and Career
Development.
 Keeps records of benefits plans participation such as insurance and 401(K)
plan, personnel transactions such as hires, promotions, transfers, performance
reviews, and terminations, and team member statistics for government reporting.
 Trains management in interviewing, hiring, terminations, promotions,
performance review, safety, and sexual harassment.
 Advises management in appropriate resolution of team member relations issues.
 Responds to inquiries regarding policies, procedures, and programs.
 Administers performance review program to ensure effectiveness, compliance,
and equity within organization.
 Administers benefits programs such as life, health, dental and disability
insurances, 401(K), vacation, sick leave, leave of absence, and team member
assistance.
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SPECIFICATIONS – REGIONAL HUMAN RESOURCE MANAGER
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 Assists Corporate Legal Counsel with Risk Management and Worker
Compensation issues.
 Prepares team member separation notices and related documentation, and
conducts exit interviews to determine reasons behind separations.
 Conducts exit interviews and annual team member satisfaction surveys.
 Must be able to travel 50-60% or as required to deliver human resource training
Immediate objectives for this position will be to acclimate into the company and its
culture. As for intermediate goals, the Manager will be asked to appropriately set
expectations and provide feedback; coach and develop managers; define and establish
culture; and examine the company’s existing performance management program for
key employees and to propose refinements and changes for improvement.
EDUCATION AND EXPERIENCE
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A bachelor’s degree is highly preferred. SPHR credentials will be viewed favorably.
A minimum of five to seven years of experience demonstrating technical
competence in multiple disciplines (employee relations, policies & procedures,
compensation, benefits, training, recruitment & selection, HR planning, worker's
compensation, safety, etc.) is necessary.
In addition to being technically sound from a generalist HR perspective, candidates
must possess experience working closely with business leaders to implement
critical initiatives and meet corporate objectives. Examples will be sought.
Given the nature of the business, experience originating from an entrepreneurial,
privately held, family-owned environment is required.
Union background is strongly preferred.
Well-developed experience in compliance matters will distinguish more sought after
candidates.
Candidates should possess experience working in a multi-plant, matrixed
organization.
PERSONAL CHARACTERISTICS
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A true “roll up your sleeves” talent who is not afraid of working in the field, side-byside with frontline managers.
Strong operational focus, analytic ability and execution skills with good judgment
and a highly organized professional manner.
Outstanding interpersonal skills. An extroverted team player who projects an open
and trustworthy communication style with all constituencies – someone who takes
pride in “knowing every employee by name.”
Must possess a well-rounded business acumen in order to participate in senior-level
decision making and problem solving as required from time to time by the business.
Intuitive and insightful – able to “read” people - must possess a high level of
emotional intelligence (i.e., “EQ) and be able to work up and down the
organizational chart in an effective manner.
A hybrid who can think strategically and act tactically.
Ability to solve practical problems and deal with a variety of concrete variables in
situations where only limited standardization exists. Ability to interpret a variety of
instructions furnished in written, oral, diagram, or schedule form.
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SPECIFICATIONS – REGIONAL HUMAN RESOURCE MANAGER
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Flexible and adaptable personality traits are required – someone who is
“comfortable in their own skin” and is not overly formal.
Unquestioned integrity, ethics, and values are required.
Strong influencing skills with an ability to establish instant credibility without
overstepping agreed to boundaries.
Well established coaching attributes with an open, clear and collaborative approach
to integrate policies and procedures.
Individual should be process and project management oriented, yet flexible.
High energy and drive and a work ethic beyond the norm in order to manage the HR
function well while proactively instituting changes for the betterment of the
organization.
A proactive self-starter and results-oriented mentality that is able to wear a multitude
of hats – and enjoys doing so.
COMPENSATION
Compensation will consist of a base salary and bonus opportunity and will be marketbased, corresponding to the experience level, credentials, and personal characteristics
of the candidate. A full range of employee benefits will be offered to the successful
candidate. Industry standard relocation expenses are reimbursable and will be tailored
to the successful candidate’s needs.
NON-DISCRIMINATION
Our client and EFL Associates firmly support the principle and philosophy of equal
opportunity for all individuals, regardless of age, race, gender, creed, national origin,
disability, veteran status or any other protected category pursuant to applicable federal,
state or local law.
EFL ASSOCIATES
11440 Tomahawk Creek Parkway
Leawood, KS 66211
Phone: 913.234.1560
FAX: 913.458.5522
www.eflassociates.com
Karen C. Fenaroli, Vice President, CPA
Email: kfenaroli@eflassociates.com
Leslie Weaver, Senior Associate
Email: lweaver@eflassociates.com
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