HR Manager
Job
Summary:
The HR Manager is a critical role in the organization as it is responsible for leading all HR initiatives.
This person in this role is both an individual contributor as well as leader over the other members of the HR team.
Currently, there are 3 others in the HR department consisting of payroll and HR administration, talent acquisition, and HR generalist.
Initiatives include but are not limited to:
overseeing and supporting recruitment strategies, being the backup for payroll activities, becoming the primary person responsible for benefits, overseeing as well as facilitating orientation and onboarding, creation of/and ongoing delivery of training and professional development and employee engagement initiatives for the organization, primary person overseeing for all HR systems/platforms, and making recommendations around all HR strategies and activities.
This position reports to the Executive Vice President.
Essential Functions:
Partners with the leadership team to understand and execute the organizations human resource and talent strategy, particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
Provides support and guidance to employees at all levels of the organization.
When complex, specialized, sensitive questions and/or issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
Oversees daily workflow of the department and building efficiencies wherever possible.
Oversee and fill in if needed for all talent acquisition activities (recruiting, interviewing, orientation, etc.
).
Using best practices, design, develop and implement innovative talent management, employee engagement, and training programs as well as processes to improve depth, quality, and engagement of talent across the organization; to include development and management of Success Profiles, onboarding approach, diversity, and team effectiveness tools, etc.
to ensure consistency and continuous improvement.
Develop appropriate metrics and tracking mechanisms to build accountability, measure results, and optimize the impact of all HR initiatives.
Oversee the compensation strategy for all employees based on market research and pay surveys; keeps the strategy up to date and train all leaders on the philosophy and process Oversee and fill in as needed for payroll activities including audits Primary ownership of the Employee Handbook including relevant/applicable content, updates, syndication, etc.
Act as back up and transition to become the primary person responsible for employee benefit activities Oversee and facilitate when needed New Hire Orientation activities Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
Oversees employee disciplinary meetings, terminations, workers compensation, harassment, workplace rules violations, and all other investigations Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
Maintains knowledge of trends, current best practices, regulatory changes, and new technologies in human resources, talent management, and employment law Performs other duties as assigned RequirementsCompetencies Required:
Accountability Lead by example/Model leadership Ability to act with integrity, professionalism, and confidentiality Flexible Ability to effectively communicate (verbal and written) Detail-oriented/organization skills Conflict management Problem-solving Relationship building Collaboration Time and prioritization management Able to deliver on priorities while performing with a sense of urgency Education/Knowledge/Skills Requirements:
A bachelor's degree in human resources, labor relations, organizational development, business or related area; relevant work experience may be a substitute At least 5 years of experience in an HR role Experience with the human resources information system (HRIS) used by your company - bonus points for Paylocity Thorough knowledge of employment-related laws and regulations.
Knowledge of a broad range of human resource strategies and practices, including compensation, performance management, safety, hiring and employee relations; able to apply these strategies and practices in compliance with employment regulations Experience creating, implementing, and maintaining employee engagement programs Excellent verbal and written communication skills Ability to create a culture of diversity, inclusivity, collaboration, and teamwork Experience with analyzing data to guide strategic employment planning Dependable transportation Proficient computer skills using Office 365 Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems SHRM-CP or SHRM-SCP highly desired Work Environment/Physical Requirements:
Must be available to directly communicate with candidates outside of the typical workday including evenings, weekends, and holidays as needed Typical office environment - combination of sitting at desk and being on production floor Must be able to be in production environments that require you to wear protective goggles, noise reduction devices, etc.
(e.
g.
machine shop, foundry) Recommended Skills Attention To Detail Auditing Business Process Improvement Communication Confidentiality Conflict Management Estimated Salary: $20 to $28 per hour based on qualifications.
Summary:
The HR Manager is a critical role in the organization as it is responsible for leading all HR initiatives.
This person in this role is both an individual contributor as well as leader over the other members of the HR team.
Currently, there are 3 others in the HR department consisting of payroll and HR administration, talent acquisition, and HR generalist.
Initiatives include but are not limited to:
overseeing and supporting recruitment strategies, being the backup for payroll activities, becoming the primary person responsible for benefits, overseeing as well as facilitating orientation and onboarding, creation of/and ongoing delivery of training and professional development and employee engagement initiatives for the organization, primary person overseeing for all HR systems/platforms, and making recommendations around all HR strategies and activities.
This position reports to the Executive Vice President.
Essential Functions:
Partners with the leadership team to understand and execute the organizations human resource and talent strategy, particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
Provides support and guidance to employees at all levels of the organization.
When complex, specialized, sensitive questions and/or issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
Oversees daily workflow of the department and building efficiencies wherever possible.
Oversee and fill in if needed for all talent acquisition activities (recruiting, interviewing, orientation, etc.
).
Using best practices, design, develop and implement innovative talent management, employee engagement, and training programs as well as processes to improve depth, quality, and engagement of talent across the organization; to include development and management of Success Profiles, onboarding approach, diversity, and team effectiveness tools, etc.
to ensure consistency and continuous improvement.
Develop appropriate metrics and tracking mechanisms to build accountability, measure results, and optimize the impact of all HR initiatives.
Oversee the compensation strategy for all employees based on market research and pay surveys; keeps the strategy up to date and train all leaders on the philosophy and process Oversee and fill in as needed for payroll activities including audits Primary ownership of the Employee Handbook including relevant/applicable content, updates, syndication, etc.
Act as back up and transition to become the primary person responsible for employee benefit activities Oversee and facilitate when needed New Hire Orientation activities Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
Oversees employee disciplinary meetings, terminations, workers compensation, harassment, workplace rules violations, and all other investigations Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
Maintains knowledge of trends, current best practices, regulatory changes, and new technologies in human resources, talent management, and employment law Performs other duties as assigned RequirementsCompetencies Required:
Accountability Lead by example/Model leadership Ability to act with integrity, professionalism, and confidentiality Flexible Ability to effectively communicate (verbal and written) Detail-oriented/organization skills Conflict management Problem-solving Relationship building Collaboration Time and prioritization management Able to deliver on priorities while performing with a sense of urgency Education/Knowledge/Skills Requirements:
A bachelor's degree in human resources, labor relations, organizational development, business or related area; relevant work experience may be a substitute At least 5 years of experience in an HR role Experience with the human resources information system (HRIS) used by your company - bonus points for Paylocity Thorough knowledge of employment-related laws and regulations.
Knowledge of a broad range of human resource strategies and practices, including compensation, performance management, safety, hiring and employee relations; able to apply these strategies and practices in compliance with employment regulations Experience creating, implementing, and maintaining employee engagement programs Excellent verbal and written communication skills Ability to create a culture of diversity, inclusivity, collaboration, and teamwork Experience with analyzing data to guide strategic employment planning Dependable transportation Proficient computer skills using Office 365 Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems SHRM-CP or SHRM-SCP highly desired Work Environment/Physical Requirements:
Must be available to directly communicate with candidates outside of the typical workday including evenings, weekends, and holidays as needed Typical office environment - combination of sitting at desk and being on production floor Must be able to be in production environments that require you to wear protective goggles, noise reduction devices, etc.
(e.
g.
machine shop, foundry) Recommended Skills Attention To Detail Auditing Business Process Improvement Communication Confidentiality Conflict Management Estimated Salary: $20 to $28 per hour based on qualifications.
|
|
 | |
