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Human Resources Manager

4 months ago

Costa Mesa, United States Crescent Solutions Full time

Job Description:

· The HR Manager will support Company objectives and performance by proactively managing the

workforce with respect to all HR‐related issues. This includes Company HR policies, procedures,

processes, and best practices. The HR Manager should work proactively with all employees and functional areas to deliver value‐added services to employees and management reflective of the core values and business objectives of the organization. This position will also oversee talent acquisition, planning, compliance, benefits, and other programs.

· This role requires daily presence on‐site at the company headquarters, with visits to branch offices in Anaheim, Concord, Woodinville WA, and future locations quarterly, and as needed at other times. While the HR Manager role is not a remote work role, remote work may be possible occasionally based on need.

Duties/Responsibilities:

General:

a. Proactively advise senior leadership in all areas of workforce/employee HR management to ensure

compliance with labor law, and be a resource to them.

b. Adopt and act within the spirit of the company Core Values in all interactions with current employees, former employees, consultants, vendors, and other stakeholders.

c. Maintain high ethical standards in all matters and confidentiality.

d. Explain and emphasize the importance of the company Core Values to all employment candidates, and new hires by being an ambassador for their promotion and adoption.

e. Maintain the view that HR is a resource to help and support all employees in a positive, proactive, fair, and even handed way and keep respect for others at the core of all interactions in doing so.

f. Act in every way possible to maintain positive employee relations.

g. HR Strategic planning as a means to tailor HR services to a changing and growing environment.

Recruiting, Onboarding & Labor Compliance:

a. Work with management to run an effective recruiting program with the goal of locating, and hiring, and retaining a qualified and effective workforce.

b. Applicant tracking and applicant tracking systems (ATS).

c. Manage the thorough onboarding of new employees, working with management and supervisors as needed, including benefits, handbook, policies, timekeeping.

d. Provide guidance and support to all managers and supervisors in navigating labor compliance

requirements for prevailing wage workers, union workers, and other classes.

e. Stay informed of trends and innovative recruiting techniques to be competitive in current recruiting practices.

f. Create and execute a talent acquisition strategy aligned with Company's business objectives and culture to meet rapid hiring goals, with a focus on proactive sourcing such as social networking, internet research, cold calling, networking at events and conferences.

g. Manage recruiting agencies as needed.

Policies & Handbooks:

a. Maintain and update the employee handbook.

b. Provide direction to field staff on company‐related policies and procedures.

c. Be a resource to help employees locate requested info within the Handbook or in systems resources.

d. Handle employee relations with all current and former employees.

e. Administer the implementation and maintenance of all HR policies, including:

i. Commute, Travel Time & Per Diem policy

ii. Disciplinary policy

iii. Vacation, sick, bereavement policy

f. Communicate and implement new HR programs, policies, and updates as needed.

Employee Concerns:

a. Address employee concerns regarding compensation, pay rate, time off, and personal

information/record updates.

Payroll & Related:

a. Collaborate with Payroll and Accounting to ensure complete and accurate employee setup including employee title, work class, craft, workers compensation classification, and departmental coding.

b. Audit weekly payroll reports and follow up with corrective actions, as needed to ensure payroll is in compliance with company policy, and regulatory requirements.

c. Ensure employee withheld amounts for 401k contributions, and loans are remitted weekly.

d. Ensure the accuracy of employee withheld amounts for benefits and other programs.

Disciplinary & Separations:

a. Ensure the disciplinary policy is implemented with fairness, respect, with the goal of improving

performance through necessary corrective actions, and within the framework of company Core Values.

b. Ensure that disciplinary issues are documented adequately with appropriate materials, reports, notes, photos, statements, and other documentation as needed.

c. Support the coordination of timely employee separations, including all paperwork, final pay, system updates, post‐separation paperwork.

d. Ensure the recovery of all company property upon employee exit and separation.

e. Ensure to the greatest extent possible the minimization of wrongful dismissal and other employee

claims.

Employee Benefits:

a. Administers and communicate all employee benefit programs to include medical, dental, vision, life minsurance, AD&D, FSA, 401(k) retirement plan, and Aflac benefit offerings

b. Review and ensure ICS benefits programs are competitive, cost‐effective, and satisfy employee needs.

c. Partner with Insurance Brokers and Carriers to resolve benefit issues.

d. Manage web‐based enrollments directly on the carrier portal and in the in‐house payroll system to

ensure timely membership ID cards are processed, and contribution deductions are set up in payroll.

e. Manage Open Enrollment and the daily administration of company benefits, and retirement plans and utilize positive professional relationships with brokers, carriers, third‐party administrators, and colleagues to maximize a positive employee experience.

f. Lead company‐wide benefit plan/program research, analysis, and projects. Collaborate with the

Leadership team to review changes or enhancements to ICS benefits offerings.

g. Coordinates with benefits vendors for timely processing, billing, and payment of monthly invoices.

Perform periodic audits as needed to keep enrollment census current and accurate.

h. Address employee questions and concerns regarding benefit plans in a timely manner.

8. Benefits Compliance & 401k Administration:

a. Annual 401(k) retirement plan audits, compliance testing, and timely 5500 report filing.

b. Ensure 401k Safe‐Harbor mechanism is working accurately, especially for fringe derived contributions.

c. Compliance for group benefit plans, including discrimination testing and required filings in collaboration

with ICS consultants.

EEO compliance and reporting.

e. Pay Data Reporting for California Civil Rights Department in compliance with SB1162.

9. Leave Requests & FML

a. Provide support for all aspects of leave, accommodation, and modified duty programs, including FMLA, CFRA, PDL, PFL, ADA/FEHA, including the Interactive Process.

b. Point of contact for all employee leave of absence requests from initial leave inquiry to completion of leave including managing required documentation such as leave eligibility letter, designation and

approval letter, extension letter, leave exhaust letter and other related requirements as needed.

c. Ensure the appropriate vacation time accruals are accurately set at all times per employee tenure.

Training & Development:

a. Identify and provide training opportunities to all employees as needed.

b. Support efforts to implement paperless onboarding, benefits management, and other HRIS functions in the Viewpoint Vista ERP system into use.

c. Support managers and supervisors in identifying and providing training for specific areas of concern to help close performance gaps.

d. Ensure that mandatory training is provided and documented timely to all such as Harassment, and Workplace Violence prevention.

Health & Safety:

a. Work interactively with the Health and Safety Team in implementing the company safety programs,

injury prevention, and efforts to keep employees safe.

b. Support management of worker’s comp. claims and related OSHA compliance when requested by the Health and Safety Team.

Knowledge/Skills/Abilities

· High level of accuracy and efficiency with attention to detail.

· Ability to be innovative and flexible to meet the challenges of a growing environment.

· Experience with ERP / construction industry software (ICS employs Viewpoint Vista).

· Previous experience in managing group insurance benefits required.

· Intermediate to advanced level Excel and other O365 tools as needed.

· Ability to work both independently, and in a team setting.

· Ability to plan, organize and schedule activities efficiently and productively.

· Take direction and keep a positive attitude in a busy environment.

· Strong communication skills and the ability to professionally collaborate.

· Understanding of proper safety procedures and recognizing hazards.

· Must be a team player and create a positive environment.

· Must be a self‐starter and motivated with a strong follow through.

Education/Training

Bachelor’s degree HR Management or similar.

· Three to five years of experience in a role as HR Manager

· Three years construction or similar industry experience.

· Valid Driver’s license, and reliable transportation.

· Proficiency with Office 365 with emphasis on Word, Excel, PowerPoint.

Page 4 of 4

· Ability to work in a team environment.

· Ability to prioritize to meet deadlines and achieve goals.

· Effective oral and written communication skills.

· Strong leadership, organizational, and interpersonal skills.

· Attention to detail and discrepancy resolution.

· Ability to deal effectively and tactfully with a wide variety of personality types in person,

telephone, and in writing.

· Excellent customer relations skills with an always open‐door policy.