Human Resources Manager

Position Description:

The Human Resource Manager manages the day-to-day operations of the Human Resource office. The HR Generalist manages the administration of the human resources policies, procedures and programs. The HR Manager carries out responsibilities in the following functional areas: departmental development, Human Resource Information Systems (HRIS), employee relations, training and development, benefits, compensation, organizational development, and employment.

The Human Resources generalist is responsible for all or part of these areas:

• recruiting and staffing logistics;
• organizational and space planning;
• performance management and improvement systems;
• organization development;
• employment and compliance to regulatory concerns and reporting;
• employee orientation, development, and training;
• policy development and documentation;
• employee relations;
• company-wide safety committee facilitation;
• company employee communication;
• compensation and benefits administration for active employees;
• employee safety, welfare, wellness and health and leading programs that will support all three;
• employee services and counseling.

The Human Resources Manager originates and leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes safety, empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

The Human Resources Manager coordinates implementation of services, policies, and programs;  and assists and advises company managers about Human Resources issues.

Primary Objectives:

• Safety of the workforce.
• Development of a superior workforce.
• Development of the Human Resources support team.
• Development of an employee-oriented company culture that emphasizes safety, quality, continuous improvement, and high performance.
• Personal ongoing development.

Development of the Human Resources 

• Assists with the development and administration of programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
• Participates in developing department goals, objectives, and systems.
• Participates in administrative staff meetings and attends other meetings and seminars.
• Assists to establish departmental measurements that support the accomplishment of the company's strategic goals.
• Assists with the monitoring of an annual budget.

Human Resource Information Systems

• Manages the development and maintenance of the Human Resources sections of both the Internet, particularly recruiting, culture, and company information; and Intranet sites.
• Maintains employee-related data bases. Prepares and analyzes reports that are necessary to carry out the functions of the department and company. Prepares periodic reports for management, as necessary or requested.
• Fully utilizes Human Resources software to the company's advantage.

Training and Development

• Assists with the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.
• Assists with the establishment of an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or onboarding, management development, production cross-training, the measurement of training impact, and training transfer.
• Assists managers with the selection and contracting of external training programs and consultants.
• Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
• Assists with the development of and monitors the spending of the company training budget.
• Maintains employee training records.

Employment

• Manages the recruitment process for exempt and nonexempt employees and interns using the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
• Conducts the recruiting planning meetings when needed staff is identified.
• Reviews resumes for all candidates and interview nonexempt, and exempt when assigned, candidates for employment.
• Serves on employee selection committees or meetings.

Employee Relations

• Assists with the development of Human Resources policies for the company with regard to employee relations.
• Partners with management to communicate Human Resources policies, procedures, programs and laws and support U.E. relations
• Recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Participates in the conduct of investigations when employee complaints or concerns are brought forth.
• Advises managers and supervisors about the steps in the progressive discipline system of the company. Counsels managers on employment issues.
• Assists with the implementation of company safety and health programs. Tracks and posts OSHA-required data and files reports.

Compensation

• Assists with the monitoring of the company wage and salary structure and the variable pay systems within the company including bonuses and raises.
• Provides competitive market research and prepares pay studies to help establish pay practices and pay bands that help to recruit and retain superior staff.
• Provides payroll processing backup support. Partners with accounting and payroll to maintain the payroll data base.
• Participates in one salary survey per year.

Benefits

• Provides day-to-day benefits administration services.
• Develops and schedules benefits orientations and other benefits training.
• Administers the 401(k)
• Administers disability and worker's compensation claims.

rLaw

• Complies with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits.
• Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.

Organization Development

• Assists with the carrying out of a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
• Assists with employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
• Helps monitor the organization�s culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
• Assists with the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.

The Human Resources Generalist assumes other responsibilities as assigned by the Human Resources Director.

To perform the Human Resources Generalist job successfully, an individual must be able to perform each essential responsibility satisfactorily. These requirements are representative, but not all-inclusive, of the knowledge, skill, and ability required of the company Human Resources Generalist. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

  Requirements

• General knowledge of employment laws and practices.
• Experience in the administration of benefits and compensation programs and other Human Resources programs.
• Excellent computer skills in a Microsoft Windows environment. Must include Excel and demonstrated skills in database management and record keeping.
• Effective oral and written communication.
• Excellent interpersonal and coaching skills.
• Evidence of the practice of a high level of confidentiality.
• Excellent organizational skills.

Education and Experience

• Minimum of a Bachelor's degree or equivalent in Human Resources, Business, or Organization Development or equivalent.
• Three to five plus years of progressive leadership experience in Human Resources positions.
• Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and and preventive labor relations, preferred.
• Professional in Human Resources (PHR) certification preferred, not required.