The primary function of the Manager, Human Resources (“HR”) is to coordinate HR policies and programs with emphasis on the benefits and compensation areas, ensuring that the organization is in full compliance with applicable laws and regulations. In addition, the position works closely with the President & CEO in the evaluation, development, and implementation of ongoing HR policies and procedures, training, programs, and organizational functions and activities.

Reports to: President and CEO

Essential duties and responsibilities:

• Assist the CEO with the maintenance and oversight of an organizational culture of safety, trust, empathy, collaboration, support, acknowledgment, continuous learning and professional development.
• Participate in senior leadership meetings, strategy planning and Board meetings.
• Manage health and welfare benefit plan administration, including enrollments, changes and terminations. Direct the annual review of benefit plans and related renewal rates and work with the VP of Finance to approve final plan costs. Evaluate benefits offered and make recommendations for changes. Lead the selection process when benefit changes are considered, including analysis of health insurance plans, 403b programs, etc.
• Distribute required documents to payroll and insurance providers to ensure accurate record-keeping and proper deductions.
• Complete Forms I-9, verifies I-9 documentation and maintain I-9 files.
• Reconcile and approve all benefits invoices.
• Assist with recruitment of employees with a focus on adding diversity, the interview process, and creating, updating, and posting job descriptions.
• Assist with onboarding new employees, including background checks, new hire paperwork, and orientation program.
• Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations.
• Assist with processing of performance plans, suspensions, and terminations.
• Manage and assist with the preparation of the performance review process.
• Prepare and maintain employee personnel files.
• Establish the organization’s wage and salary structure, pay policies, and oversee the special payment plans of bonuses and raises. Lead competitive market research to establish pay practices and rates that help to recruit and retain superior staff.
• Lead organizational compliance with all existing governmental and labor legal reporting requirements including those related to ERISA, FMLA, OSHA, EEOC, Worker’s Compensation, etc. Maintain documentation and submit reports to government entities as required. Ensure the organization complies with all applicable employment law in relation to hiring, terminations and compensation practices.
• Develop, prepare, generate and analyze ongoing and ad-hoc special reports pertaining to employee personnel information and data, including issues such as benefits costs, staffing levels/deployment, turnover, absenteeism, recruitment, applicant tracking, affirmative action/EEO, compensation, promotions, diversity metrics, etc. Effectively utilize the data processing system to obtain, store and analyze pertinent data and information.
• Build and maintain a strong functional, diverse team through effective recruiting, training, coaching, team building and succession planning.
• Work with the President & CEO and appropriate staff to update employee policies, procedures, and manuals, ensuring that all state, federal and local employment requirements are met.
• Manage the Employee Service Recognition program including sourcing and distributing service awards.
• Manage and execute the diversity and inclusion program efforts, metrics and reporting.
• Plan and execute, along with Senior Staff, the All Organizational meeting.
• Other duties, as assigned

Educational Requirements:

• A bachelor's degree in human resources or business administration, or equivalent experience

Qualifications:

• Minimum of five to seven years of professional-level experience in human resources.
• Working knowledge of multiple human resource disciplines, including compensation and benefits practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential preferred.
• Confidentiality and integrity.
• Excellent verbal and written communication skills.
• Thorough understanding of state and federal laws concerning employee benefits, including but not limited to FMLA, OSHA, Age Discrimination in Employment Act, EEOC, ADA, HIPAA, etc.
• Thorough understanding of human resource principles, practices, and procedures.
• Strong analytical and problem-solving skills.
• Excellent organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Emotional intelligence.
• Team player.
• Demonstrates leadership skills.
• Proficient with Microsoft Office suite.

The Music Settlement is an equal opportunity employer and shall not discriminate on the basis of race, color, religion, national origin, gender, age, sex, sexual orientation, gender identity or expression, marital status, mental or physical disability, and genetic information or any other basis protected by applicable law.