Human Resources Manager

The HR Manager plays a crucial role in supporting the human resources functions within the organization. The role encompasses various HR activities, including employee engagement, performance management employee relations and regulatory compliance. This position is responsible for all human resources investigations, disciplinary actions and employee grievances.

This position will be onsite and require approximately 25% travel and a regularly expected cadence of visiting site locations.

Essential Duties and Responsibilities

The essential functions include, but are not limited to the following:

Talent Acquisition

• Partner with staffing team, IT, Safety, and other necessary departments to ensure all onboarding processes are completed timely and efficiently.
• Collaborates with senior leadership to understand the organization's goals and strategy related to staffing, recruiting, and retention.
• Maintain all job postings and generate offer letters for non-union personnel.
• Responsible for posting all new employee announcements/ Employee Spotlights

Performance Management & Employee Relations:

• Support performance review processes, providing guidance to supervisors and employees.
• Assist in the development and implementation of performance improvement plans.
• Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's human resource compliance and strategy needs.
• Administers or oversees the administration of human resource programs including, but not limited to, compensation; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; and training and development.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management

HR Policies, Procedures & Compliance:

• Assist in developing and communicating HR policies and procedures.
• Provide support with preparation of annual state and federal reporting requirements (ACA, EEO, , etc.)
• Manage and maintain job descriptions.
• Create and maintain process/standard workflow.
• Process status changes and terminations.
• Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.

Human Resources Technology and Analytics

• Maintain accurate HR records and working knowledge of CMIC (preferred)Generate HR reports and analytics to support decision-making processes.
• Support Leaders with audit/legal requirements related to needing copies of employee documents.
• Participation in HR special projects as needed.
• Partner with Senior Leadership to implement HR technology.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management

Employee Engagement:

• Plan and execute employee engagement initiatives, such as team-building activities, recognition programs and company events.
• Responsible for company newsletter and town hall meetings
• Assist with social media (LInkedin, Instagram, TIMEC intranet)

Minimum Qualifications

Education & Experience:

• Bachelor’s degree in business, psychology or related field preferred.
• PHR/SHRM-CP preferred.
• Current and valid Driver’s License required.
• Minimum of 3 years of relevant experience.
• May require 25% travel to various TIMEC locations across the nation.
• Union experience preferred.
• Pass and maintain both federal and state drug testing requirements including recreational or prescribed marijuana.

Knowledge, Skills& Abilities

Knowledge:

• HR Principles and Practices: Understanding of human resources principles, practices, and industry trends.
• Onboarding: Familiarity with recruitment processes, including sourcing, interviewing, and onboarding.
• Benefits Administration: Knowledge of employee benefits programs, including health insurance, retirement plans, and leave policies.
• Employment Laws: Knowledge of federal, state, and local employment laws and regulations.
• Data Management: Proficiency in maintaining accurate HR records and databases.
• Skills:
• Communication: Excellent written and verbal communication skills to interact effectively with employees and management.
• Time Management & Organizational Skills: Ability to prioritize tasks, manage time efficiently, manage multiple tasks, projects, and deadlines.
• Adaptability & Problem Solving: Resourcefulness and flexibility to changing priorities and addressing challenges or unexpected situations.
• Interpersonal Skills: Excellent interpersonal skills to build and maintain relationships with team member, mediate conflicts, and collaborate with diverse teams.
• Technology Proficiency: Proficient in using HRIS and Microsoft Suite.

Abilities:

• Employee-Centric Approach: Focus on understanding and addressing the needs of employees to enhance the overall employee experience.
• Collaboration: Ability to work collaboratively with cross-functional teams and departments.
• Continuous Learning: Willingness to stay updated on HR and industry trends, best practices, emerging technologies, and professional development.

Physical Demands and Work Environment

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position.

Reasonable accommodations may be made to enable individuals with disabilities to perform the functions.

While performing the duties of this job, the employee is routinely required to sit, stand, walk, present, use hands and fingers to handle or feel, reach with hands and arms, and effectively speak and hear. The employee is sometimes required to: stoop, kneel, bend or crouch. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, and ability to adjust focus.

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work is normally performed in an office or office-like environment where noise level is minimal to moderate. Some work site visits, and automobile travel is required.

Note

This job description in no way states or implies that these are the only duties to be performed by the employee(s) of this position. Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by any person authorized to give instructions or assignments and such duties, activities or responsibilities may change or new ones may be added at any time with or without notice.

All duties and responsibilities are essential functions and requirements and are subject to possible modification to reasonably accommodate individuals with disabilities. To perform this job successfully, the employee(s) will possess the skills, aptitudes, and abilities to perform each duty proficiently. Some requirements may exclude individuals who pose a direct threat or significant risk to the health or safety of themselves or others. The requirements listed in this document are the minimum levels of knowledge, skills, or abilities. This document does not create an employment contract, implied or otherwise, other than an at-will relationship.

The company is a drug-free workplace, complies with ADA regulations as applicable

and provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.