What Drives You?…

• Succeeding and making major contributions?
• The opportunity and support to maximize your potential?
• Working with an organization that makes you proud?
• Working with great and friendly people?
• Collaborating and thriving as part of a team?

We Share Your Drive

It’s YOUR career. Make it count.

At DriveTime integrity matters. Helping people matters, too.

DriveTime is all about customer-service-based car sales.

Buying a car is a huge move for people. They need a helpful partner not a shark tank full of used car salespeople!

DriveTime is that partner, that ally, helping folks with less-than-perfect credit get the right car for their unique needs with a payment plan they can handle. You won’t find secrets and games here.

We let our customers know what’s happening every step of the way during the car buying experience. It’s called being transparent and it’s the only way we’ll do business. It’s also why our employees feel so good about the work they do. And since we also own the finance company that funds the loans we write, we can provide financing to people when everyone else turned them away.

Success matters.

We’re already the largest chain of privately owned financing dealerships in the country, with 85 stores and plans to grow another 15% in new and existing markets in 2011. If you’re looking for bigger, better opportunities with a solid, performing company, this is it!

Regional HR Manager

POSITION SUMMARY:

Support all human capital recruiting, selection, assessment, development, and counseling for employees and managers working within Inspection Centers, maintaining compliance with federal and state regulations applying to the employment relationship. Responsible for ensuring business goals are attained, through effective selection and development of regional management and line level employees.

ESSENTIAL RESPONSIBILITIES:

All job responsibilities listed below are essential to the satisfactory performance of this position by any/all incumbents, with reasonable accommodation, if necessary. Any non-essential functions are assumed to be included in other related duties as assigned.

Maintain strong business performance focus, including a solid understanding of business model and related processes.

Facilitate training to include Harassment Prevention, Coaching and Counseling and Interviewing and Selection.

Partner with regional level management to complete and administer individualized development plans for all positions.

Partner with Inspection Center leadership to manage Employee Relations issues including but not limited to investigation of harassment and discrimination claims, responses to EEO and other formal external regulatory agency complaints.

Ensure consistent compliance with all state and federal employment regulations by monitoring management activities and addressing compliance issues (e.g. wage and hour complaints) at a local level, or escalating the problem to Home Office when appropriate.

Administer and review performance evaluations and merit increase recommendations on a monthly basis. Coach managers needing assistance in writing effective performance evaluations.

Troubleshoot benefits, payroll and other administrative functions within HR. Refers complex matters to the Benefits and Payroll department.

Assist with the administration of LOA documentation, including FMLA, non-FMLA and disability paperwork to employees.

Requirements : MINIMUM QUALIFICATIONS: