Job Summary:

The Human Resources Manager will lead and direct the routine functions of the Human Resources (HR) department including hiring and interviewing staff, payroll administration, administering pay, benefits, and leave, and enforcing company policies and practices.

Supervisory Responsibilities:

Recruits, interviews, hires, and trains new staff within the department. 

Oversees the day-to-day workflow of the department.

Provides constructive and timely performance evaluations.

Oversees discipline and termination of employees as needed and in accordance with company policy.

Essential Functions:

Talent Management

Partners with the leadership team to understand and execute the organization’s human resources and talent strategy, particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.

Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers as required to understand skills and competencies required for openings.

Serves as a business partner with hiring managers to develop effective sourcing and recruitment strategies that result in client satisfaction. Develop effective relationships within the organization and the hiring community to influence and impact the recruiting process and hiring.

Develops, initiates, and maintains effective programs for workforce retention, promotion, and succession planning.

Manages the maintenance and execution of the performance management system, including current job descriptions, standards of performance and performance evaluation instruments.

Creates and maintains an environment of equal employment opportunity, diversity, and competitive advantage in support of the company's diversity and inclusion strategic plan.

Recruits full-time, part-time, temporary, contractual and intern personnel. Manage full life cycle recruitment (post, source, prescreen, schedule, background, references, offer, onboarding, etc.). Complete hiring process within defined metrics to minimize overall time-to-start. Develop appropriate marketing strategies and define roles and responsibilities of hiring team.

Employee Relations

Provides support and guidance to management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute otherwise routine tasks in delicate circumstances, such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.

Creates learning and development programs and initiatives that provide internal development opportunities for employees.

Oversees employee disciplinary meetings, terminations, and investigations.

Researches and explains laws and legal affairs concerning employment to managers, supervisors, and employees.

Advises and trains managers and supervisors in best employee relations practices and strategies for managing supervisor problems and employee complaints. Develops further training as needed.

Coordinates company's Diversity, Equity, and Inclusion efforts.

Payroll

Implements, maintains, and reviews payroll processing systems to ensure timely and accurate processing of payroll transactions including salaries, benefits, garnishments, taxes, and other deductions.

Ensures accurate and timely processing of payroll updates including new hires, terminations, and changes to pay rates.

Prepares and maintains accurate records and reports of payroll transactions.

Ensures compliance with federal, state, and local payroll, wage, and hour laws and best practices.

Total Rewards

Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top tier talent.

Designs, recommends, and implements new benefits programs. Examine possible plan designs and benefits cost changes.

Serves as primary contact for plan vendors and third-party administrators.

Coordinates daily benefits processing. Handless enrollments, COBRA, terminations, changes, beneficiaries, disability, accident and death claims, rollovers, QDROs, QMCSOs, distributions, loans, hardships, and compliance testing.

Oversee maintenance of employee benefits files, maintain group benefits database and update employee payroll records.

Reconciles monthly billings and administrative fees for all group plans.

Designs and distributes materials for benefits orientations, open enrollment, and summary plan descriptions. Provide training and support to group benefits associates, home office associates and the field staff.

Health & Safety

Develops health and safety procedures for all areas of the company.

Prepares and schedules training to cover emergency procedures, workplace safety, and other relevant topics.

Monitors compliance with safety procedures.

Ensures that material safety data sheets are maintained and readily accessible when needed.

Manages employee health and safety programs.

Evaluates accident reports, ensuring the timely processing of medical bills, reviews medical reports, witness statements, department investigation results and other documentation.

Reviews accident reports to identify patterns of injury and to determine whether unsafe conditions contributed to the accident; advises departments of trends in injuries and proper safety procedures that may result in reduction of injuries; provides department with information that will aid in reducing accidents and improve safety.

Maintains the OSHA safety log and other administrative requirements related to safety operations and regulations.

General

Maintains compliance with all applicable federal, state, and local employment laws and regulations, as well as recommended best practices; reviews policies and practices as required to maintain compliance.

Maintains current knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

Performs other related duties as assigned.

Required Skills/Abilities: 

Excellent verbal and written communication skills.

Excellent interpersonal, negotiation, and conflict resolution skills.

Excellent organizational skills and attention to detail.

Extensive knowledge of the payroll function including preparation, balancing, internal control, and payroll taxes.

Excellent time management skills, with proven ability to meet deadlines.

Strong analytical and problem-solving skills.

Ability to prioritize tasks, delegating when appropriate.

Ability to function well in a high-paced and, at times, stressful environment.

Ability to act with integrity, professionalism, and confidentiality.

Thorough knowledge of employment-related laws and regulations.

Proficient with Microsoft Office Suite or related software.

Proficiency with, or ability to quickly learn, HRIS and talent management systems.

Education and Experience:

Bachelor’s degree in human resources or related field required.

Three to five years of human resources management experience preferred.

Current human resources certification, such as SHRM-CP, SHRM-SCP, PHR, SPHR.

Physical Requirements: 

Must be able to remain stationary for 90% of the workday.

Constantly operates a computer and other office productivity machinery, such as a calculator, copy machine and computer printer.

Must be able to lift up to 25 pounds at times.

Must be able to access and navigate each department at the company’s facilities.

Salary Range: $85,000-$100,000 annually