SUMMARY: The Human Resource Manager aligns Human Resource strategies and initiatives with business objectives for assigned client groups. This role serves as a strategic partner and trusted advisor to leaders and employees, providing guidance, coaching, and support to ensure compliance, effective people practices, and achievement of organizational goals.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Provide HR Support and consultation to assigned client group(s) ensuring guidance and actions comply with all federal, state, and local employment laws along with company policies. Advise managers to assess, drive and manage performance on their teams. Identify and manage risk through proactive consultative guidance and escalation of critical issues.
2. Collaborate with Human Resource Functional Leaders to develop and execute organizational Human Resource strategies including development of goals, programs, and other key initiatives. Communicate and escalate workforce trends, performance deficiencies, and improvement opportunities to the business unit leader, SVP of Human Resources, and functional leader, if appropriate.
3. Maintain current knowledge of local and federal employment laws and regulatory requirements. Escalate issues to HR functional partners to develop and institutionalize process or policy changes.
4. Support the timely completion of employee investigations by partnering with the Employee Relations Manager, SVP of HR, Business Division Leader and Legal as needed. All involuntary terminations and final written warnings require review prior to communication. Advise managers on all employee relations matters including investigations of complaints, disciplinary action, and terminations. Conduct exit interviews as applicable and follow-up on problematic virtual exit surveys.
5. Partner with Talent Acquisition on employment initiatives including recruitment strategies, job postings and advertisements, interviews, and candidate selection. This includes drafting compelling job descriptions and determining the appropriate FLSA classifications and obtaining approval for compensation. Work closely with the evaluating panel on proper interview structure, questions, evaluation criteria, and sound decision-making practices.
6. Facilitate and manage all enterprise-wide human resource programs for success including annual compliance training, ad hoc programs, audits, benefit open enrollment and performance management process including goal setting, coaching and feedback, development planning, and succession planning initiatives.
7. Deliver high-quality internal customer service to various departments and employees by fostering a positive and professional work environment and consistent employee experience through clear communication, exemplary follow-through, and consistent application of policy and procedures.
8. Manage, audit, and maintain HR data integrity through reporting, HR Dashboard and HRIS systems. Actively review employee transactions with hiring managers and unit leaders to ensure accuracy and timeliness of changes. Pro-actively identify data trends or anomalies that require action.
9. Conduct employee meetings at established intervals and maintain timely feedback loops with employees and managers by using survey results to foster transparency, address concerns, and foster a culture of continuous improvement.
10. Special projects and assignments as business dictates.
11. Responsible for the maintenance, creation and control of all personally identifiable information or any other information protected by any Confidentiality or Privacy Standards or Company Policies that you have access or knowledge of, including but not limited to any state or federal regulations including HIPAA.