What are the responsibilities and job description for the Human Resources Manager position at The Iris Network?
This job was posted by https://joblink.maine.gov : For more information,
please see: https://joblink.maine.gov/jobs/1277045
We are seeking a highly organized and proactive Human Resources Manager
to join our dynamic team. The ideal candidate will play a vital role in
managing various HR functions, supporting strategic initiatives, and
fostering a positive workplace environment. This position offers an
excellent opportunity to contribute to organizational success through
effective human capital management, employee relations, and talent
development. The HR Manager will utilize a broad skill set including
employment law, benefits administration, HR systems familiarity, and
project management to ensure seamless HR operations and compliance.
Needs the ability to effectively relate and communicate with staff and
the general public.
**Job Duties**
Identify staff vacancies and recruit, interview, and provide guidance in
the selection of applicants / employees.
Conduct background checks and driving record checks on employees and
volunteers.
Prepare appointment letters; conduct orientation, and do new-hire
paperwork with new employees; conduct exit interviews.
Administer Compensation, Benefits, And Performance Management Systems,
including the personnel performance evaluation process and development
of instruments for performance management.
Perform duties with President and CEO that include dealing with
understaffing, facilitating and resolving disputes &/or interpersonal
issues, administering disciplinary procedures, participating in
performance and behavioral improvements processes as requested, and
participate in discharging employees.
Allocate human resources, ensuring appropriate matches between
personnel.
Counsel staff and management on a variety of personnel related matters
including: sensitive issues, job reclassifications, terminations,
personality conflicts, potential charges of discrimination, and policy
interpretation.
Provide current and prospective employees with information about agency
policies, job duties, working conditions, wages, opportunities for
promotion, and employee benefits.
Advise managers on organizational policy matters such as equal
employment opportunity and sexual harassment, and recommend needed
changes.
Analyze information and evaluate results to choose the best solution and
solve problems.
Work with Supervisors in developing and/or updating job descriptions, as
needed.
In collaboration with the President and CEO, periodically monitor
personnel policies, procedures, and practices to ensure legal
compliance.
Administer agency leave policies, including FMLA, ADA, etc. leaves, to
ensure leaves are being adhered to by all staff in compliance with
agency policies using the same standard across the agency; periodically
monitor for abuse of leave policies.
Investigate grievance and harassment complaints, and performance issues,
as appropriate.
Maintain a succession plan for all departments.
Manage the workers compensation process, including: filing initial
reports in a timely manner; work in conjunction with MEMIC to comply
with all WCB regulations and requirements as well as to provide
appropriate care to employee; manage the process, in conjunction with
the health care provider, of having employee return to work as
expeditiously and supportively as possible.
Manage the unemployment claims process, including, providing all
employment information to unemployment insurance company, and provide
information to the President and CEO &/or supervisors in any appeals
process.
Assist the President and CEO in developing salary ranges, determining
starting salaries, establishing guidelines for promotional increases;
conduct periodic sa lary surveys to determine general competitiveness,
making recommendations based on survey findings; participate in salary
surveys as requested.
In collaboration with Finance Department, administer the employee
benefits program which comprises: health, dental, and life insurance
plans.
Assess the value, importance, or quality of things or people from an
organizational staffing perspective.
Develop record management procedures that maintain, update, and retrieve
data in an accurate and expeditious manner; maintain confidential
personnel records.
Develop organizational strategies by identifying and researching human
resources issues; contribute information, analysis, and recommendations
to organization strategic thinking and direction; establish human
resources objectives in line with organizational objectives.
Identify training needs of individual staff members and recommend
training seminars / workshops, as appropriate; identify training needs
of the agency, recommend
please see: https://joblink.maine.gov/jobs/1277045
- Pay:**\$65,000.00 - \$70,000.00 per year
- Shift**: Monday-Friday 8 AM-4 PM
- Pay**: \$65,000-70,000
We are seeking a highly organized and proactive Human Resources Manager
to join our dynamic team. The ideal candidate will play a vital role in
managing various HR functions, supporting strategic initiatives, and
fostering a positive workplace environment. This position offers an
excellent opportunity to contribute to organizational success through
effective human capital management, employee relations, and talent
development. The HR Manager will utilize a broad skill set including
employment law, benefits administration, HR systems familiarity, and
project management to ensure seamless HR operations and compliance.
Needs the ability to effectively relate and communicate with staff and
the general public.
**Job Duties**
Identify staff vacancies and recruit, interview, and provide guidance in
the selection of applicants / employees.
Conduct background checks and driving record checks on employees and
volunteers.
Prepare appointment letters; conduct orientation, and do new-hire
paperwork with new employees; conduct exit interviews.
Administer Compensation, Benefits, And Performance Management Systems,
including the personnel performance evaluation process and development
of instruments for performance management.
Perform duties with President and CEO that include dealing with
understaffing, facilitating and resolving disputes &/or interpersonal
issues, administering disciplinary procedures, participating in
performance and behavioral improvements processes as requested, and
participate in discharging employees.
Allocate human resources, ensuring appropriate matches between
personnel.
Counsel staff and management on a variety of personnel related matters
including: sensitive issues, job reclassifications, terminations,
personality conflicts, potential charges of discrimination, and policy
interpretation.
Provide current and prospective employees with information about agency
policies, job duties, working conditions, wages, opportunities for
promotion, and employee benefits.
Advise managers on organizational policy matters such as equal
employment opportunity and sexual harassment, and recommend needed
changes.
Analyze information and evaluate results to choose the best solution and
solve problems.
Work with Supervisors in developing and/or updating job descriptions, as
needed.
In collaboration with the President and CEO, periodically monitor
personnel policies, procedures, and practices to ensure legal
compliance.
Administer agency leave policies, including FMLA, ADA, etc. leaves, to
ensure leaves are being adhered to by all staff in compliance with
agency policies using the same standard across the agency; periodically
monitor for abuse of leave policies.
Investigate grievance and harassment complaints, and performance issues,
as appropriate.
Maintain a succession plan for all departments.
Manage the workers compensation process, including: filing initial
reports in a timely manner; work in conjunction with MEMIC to comply
with all WCB regulations and requirements as well as to provide
appropriate care to employee; manage the process, in conjunction with
the health care provider, of having employee return to work as
expeditiously and supportively as possible.
Manage the unemployment claims process, including, providing all
employment information to unemployment insurance company, and provide
information to the President and CEO &/or supervisors in any appeals
process.
Assist the President and CEO in developing salary ranges, determining
starting salaries, establishing guidelines for promotional increases;
conduct periodic sa lary surveys to determine general competitiveness,
making recommendations based on survey findings; participate in salary
surveys as requested.
In collaboration with Finance Department, administer the employee
benefits program which comprises: health, dental, and life insurance
plans.
Assess the value, importance, or quality of things or people from an
organizational staffing perspective.
Develop record management procedures that maintain, update, and retrieve
data in an accurate and expeditious manner; maintain confidential
personnel records.
Develop organizational strategies by identifying and researching human
resources issues; contribute information, analysis, and recommendations
to organization strategic thinking and direction; establish human
resources objectives in line with organizational objectives.
Identify training needs of individual staff members and recommend
training seminars / workshops, as appropriate; identify training needs
of the agency, recommend
Salary : $65,000 - $70,000