Log In
Sign Up
Job Description
Position Summary
The Human Resources Manager is responsible for implementing and assisting with HR strategies, policies and projects in all HR areas including compensation and benefits, employee relations, performance/talent management and development, compliance, and HRIS.
Summary of Essential Duties and Responsibilities
Implement the development and execution of HR strategy and strategic initiatives.
Manage employee relations and HR customer service.
Ensure policies and procedures are legally compliant and followed.
Lead all non-accounting aspects of compensation and benefits.
Manage the performance management and talent management processes.
Ensure HRIS is accurate and fit-for-purposes.
Position Requirements
Execution of HR strategy and strategic initiatives
Conduct stakeholder analysis and assist with develop engagement strategy for HR initiatives.
Execute communication and rollout plan for HR initiatives.
Manage tactical execution of HR initiatives.
Conduct succession planning and strategic workforce planning, leveraging appropriate HR data.
Oversee employee relations and HR customer service
Perform all aspects of new employee onboarding, employee exits
Work with HR leadership in regard to conflict/issue resolution from and among employees, and support for litigation-related inquiries.
Provide advice and counsel to employees and managers.
Ensure policies and procedures are legally compliant and followed
Maintain knowledge on new or revised HR laws and regulations (federal, state, and local).
Work with HR leadership to ensure the Employee Handbook and other people-related policies and procedures are current and compliant. Assign update tasks to HR Assistant (s) as appropriate.
Develop and maintain HR process checklists (e.g., onboarding, salary increases); ensure checklists are completed and files and records are complete, current and compliant.
Monitor managers and employees for EEO and other HR-related compliance.
Prepare and submit HR-related government reports (e.g., EEO reporting, i9 reporting).
Provide compliance support to employees and managers.
Oversee all leave policies including FMLA, ADA and military.
Lead all non-accounting aspects of compensation and benefits
Manager the annual open enrollment process; ensuring compliance with the Affordable Care Act and other appropriate federal, state and local regulations.
Manage education and communication plans for employees.
Review and approve non-discrimination testing, audits, and reporting requirements.
Oversee HR Assistant (s) to provide compensation and benefits support to employees; provide tier two support as needed.
Manage the benefits brokers and providers (COBRA, etc.).
Provide oversight and direction to HR Assistant(s) in the administration of all benefit programs; ensure all programs are compliant.
Ensure HIPAA compliance.
Manage the performance management and talent management processes
Oversee the execution of the annual performance/talent management processes and cycle, as well as the progressive discipline process.
Assist managers and employees in the development of professional development plans. Recommend professional development resources, based on research.
Ensure HRIS is accurate and fit-for-purpose
Manage the HRIS contract and vendor.
Implement HRIS design specifications and functionality.
Lead HR analytics activities and analysis, as well as HR/HRIS reporting. Oversee standard and ad hoc reports and report requests.
Perform other duties as assigned.
Education Required
Bachelor’s degree (in Business or Human Resources) required.
Experience Required
5-7 years management experience in Human Resources.
3-5 years industry experience in professional services or sales environment.
2-3 years industry experience in the recruiting industry a plus.
Skills Required
Proficient in using ADP Workforce Now
Knowledge and experience in multi-state laws and regulations including, but not limited to: EEO; FMLA; ADA; ACA; HIPAA; short-term and long-term disability; and other HR laws and regulations.
Communication (articulate, concise, discreet, and direct); able to respectfully and persuasively state point-of-view; active listener.
Objectivity: able to balance approachability with detachment; able to act as advocate for both the company and for employees.
Leader and doer:
Able to distinguish when to facilitate and when to drive/own.
System thinker; process-oriented; highly organized; able to prioritize.
Works well under stress; patient.
Organizational and political savvy:
Able to “connect the dots.”
Strong situational awareness.
360 influencer; trusted advisor.
Able to maintain confidentiality.
Strong MS Office skills.
Certifications
PHR / SHRM-CP (required)