HUMAN RESOURCES MANAGER

Are you a confident, proactive, impatient and outgoing perfectionist? Do you think that there is only one right way to do things and they should be done that way every time? Are you quick and get bored by repetitive tasks? Do you do what you say you’re going to do? If so, cut and paste this URL in your browser to tell us about yourself and upload your resume: https://go.cultureindex.com/p/xmeqeXR1iTQ

Job Requirements:

• Gender: No preference
• Profession: Business Administration, Industrial Psychology, Industrial Relations, or related fields. An MBA or master's degree in talent management is desirable.

Organizational Position:

• Reports to the President.
• Works with payroll supervisors, onboarding and workplace climate specialists, and administrative assistants in the department.

Job Description:

The purpose of a Human Resources Manager is to align the team with the organization's strategic objectives, ensuring the company has a committed, high-performance workforce through skill development, a stable work environment, and improved quality of life. This ensures efficient project execution while complying with applicable regulations.

Additionally, the role involves ensuring the company complies with legal requirements in labor, safety, and environmental matters, representing the organization before relevant government authorities, service institutions, unions, and the community, considering operations in different locations, always adhering to organizational philosophy.

Job Scope:

Responsibilities:

1. Personnel Management: Develop recruitment strategies to attract qualified talent, particularly for specialized roles in construction. Ensure proper onboarding and manage terminations when necessary.
2. Training and Development: Implement programs to strengthen employees' skills.
3. Compliance: Ensure compliance with labor regulations and maintain safe work environments.
4. Culture Promotion: Foster a culture of inclusion, equity, and employee well-being.
5. Efficiency: Ensure human capital processes operate effectively to meet organizational goals through long- and short-term strategies.
6. Compensation: Establish competitive pay structures and salary ranges, including variable pay systems.
7. Workplace Climate: Continuously improve the work environment and ensure efficient formal communication channels.
8. Negotiations: Negotiate salaries and benefits for strategic roles.
9. Union Relations: Properly manage the collective bargaining agreement, fostering positive employee-employer relationships.
10. Performance Evaluation: Define a system to evaluate staff performance and identify training needs.
11. Budget Management: Prepare and manage the department’s budget and P&L.

Expected Outcomes:

1. Employee Retention: Reduce turnover by establishing and reporting annual retention rates.
2. Competitive Compensation: Maintain competitive salary structures and emotional compensation for strategic positions.
3. Training Plans: Implement programs with measurable impacts on performance and job satisfaction, collaborating with external consultants.
4. Organizational Culture: Develop initiatives to reinforce company values and improve workplace culture surveys.
5. Performance Evaluation: Ensure all areas have performance agreements and KPIs.
6. Talent Acquisition: Recruit necessary talent in a high-performance environment that creates value.
7. Communication Channels: Ensure efficient internal communication systems.

Reporting Expectations:

1. Status of job vacancies.
2. Workplace climate diagnostics.
3. Salary structures for all organizational levels.
4. Compliance with government regulations.
5. Career and succession plans.
6. Training programs.
7. Complete personnel files in compliance with regulations.
8. Employee evaluations.

Performance Evaluation Expectations:

1. Employee turnover.
2. Employee satisfaction.
3. Labor costs.
4. Training programs conducted.
5. Workplace climate.

Job Experience:

• Minimum of 7-10 years in leadership roles within Human Resources.
• Proven experience managing an HR team in companies with 400 employees.

Key Knowledge Areas:

• U.S. labor legislation, including OSHA, ADA, FMLA, and EEO.
• Payroll and benefits management for unionized and non-unionized employees.
• Recruitment and retention strategies in a competitive labor market.
• Diversity and inclusion management.
• Human resource management in multicultural, bilingual environments (English and Spanish).
• Comprehensive knowledge of compensation, performance evaluation systems, and benefits programs.

Competencies for the Role:

1. Leadership and Talent Management: Ability to lead, motivate, and develop teams while aligning employees with the company’s mission and vision. Experience in talent retention strategies and professional development.
2. Labor Legislation Knowledge: In-depth understanding of applicable labor laws and regulations.
3. Communication and Interpersonal Skills: Exceptional verbal and written communication skills to interact effectively at all levels. Ability to foster a positive work environment and open dialogue.
4. Organizational Culture Strategy: Expertise in developing and implementing programs that reinforce organizational culture and values.
5. Strategic Recruitment Skills: Ability to design and execute strategies to attract high-quality candidates.
6. Negotiation.
7. Persuasion and selling skills.
8. Teamwork.