Senior Human Resources Manager

2 months ago

Washington, United States BD2 Consulting Full time
About the Job:Our Client is for a driven Senior Human Resources Manager to support the Corporate Office in Washington, DC. This position is intended for a knowledgeable and experienced self-starter who firmly understands business needs. Responsibilities include but are not limited to:
  • The recommendation, development, administration, and communication of policies, procedures and programs that ensure legal compliance and fairness and respect for company employees.
  • Recruitment and retention of staff (talent management), compensation, benefits, and training.
  • Providing front-line mediation regarding staff relations, along with consultation with management.
  • Functional areas include but are not limited to the following: Staffing Management, Compensation, Benefits, Employee Relations, Performance Management, HRIS, Compliance, and Timekeeping systems.
Primary Duties and Department/Team Responsibilities:Recruitment/Staffing:
  • Identify staff vacancies and recruit, screen, interview and select applicants.
  • Responsible for all phases of recruiting for highly qualified individuals.
  • Recommends and manages appropriate national and local recruitment sources.
  • Consults with Senior Leadership on staffing requirements.
  • Provides staffing and other recruiting-related reports and metrics.
  • Provide current and prospective employees with information about policies, job duties, working environment, wages, and opportunities for promotion and employee benefits.
  • Prepare personnel forecasts to project employment needs.
  • Maintain personnel records in a secure fashion and compile statistical reports concerning personnel-related data regarding hires, transfers, performance appraisals, and absenteeism rates.
  • Ensure that job descriptions are developed and maintained for all positions.
  • Conduct the employee onboarding and off-boarding processes.
  • Ensures efficient and timely reporting and record keeping.
  • Provides ad hoc reports as needed.
Onboarding/Employee Engagement:
  • Plan and conduct new employee orientation to foster a positive attitude toward company objectives.
  • Interact effectively and work in a collaborative manner with company employees, contractors, and vendors.
  • Perform staffing duties, including dealing with under-staffing, refereeing disputes, terminating employees, and administering disciplinary procedures.
  • Implement selected benefit programs, orientation and open enrollment activities.
  • Administer compensation programs and associated policies and practices, ensuring competitiveness in the marketplace, internal equity, legal compliance, and alignment with company objectives
  • Advise managers on company policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
  • Serve as a link between management and employees by handling questions, interpreting and administering company policies and helping resolve work-related problems.
  • Conduct exit interviews to identify reasons for employee resignations and terminations.
  • Provide terminated employees with outplacement or relocation assistance.
  • Develop, administer and evaluate applicant tests.
  • Conduct employee surveys in the areas of satisfaction, benefits, work/life balance, etc.
Benefits:
  • Administer compensation, benefits and performance management systems, and safety and recreation programs.
  • Maintain high level of discretion and confidentiality.
  • Investigate and report on workplace accidents for insurance carriers.
  • Develop business cases to provide comparisons of benefits programs, HR vendors, etc.
  • Perform monthly audits of benefits programs and provide audit results to President/CEO.
  • Maintain security, confidentiality, fiduciary responsibility, and quality in navigating company benefit offerings.
  • Ensure company databases are accurate and up to date with personnel information, forms, and benefit choices.
  • Serve as frontline company representative for prospective employees, HR partners and vendors.
Performance Management/Professional Development:
  • Mentor and develop subordinate HR personnel.
  • Plan, direct, supervise, and coordinate work activities of the subordinate staff relating to all functional HR areas.
  • Analyze training needs to design professional development, performance improvement and health and safety programs.
  • Conducting monthly HR-related brown bag conference calls to discuss HR's various processes/matters with employees.
  • Preparing monthly newsletters to keep employees informed of company events.
  • Administering semi-annual performance reviews and tabulating performance results.
  • Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of the company's personnel policies and practices.
  • Develop and/or administer special projects in areas such as incentive programs, employee recognition and awards.
Compliance/Employee Relations:
  • Represent the company at personnel-related hearings and investigations.
  • Prepare and follow budgets for personnel operations.
  • Advising management and supervisory staff on pertinent human resource issues and regulations.
  • Investigating human resource-related problems and making recommendations to project managers and company leadership.
  • Provide HR consulting and recommendations to management.
  • Develop and coordinate the presentation and execution of training and development initiatives.
  • Maintain awareness of human resources trends and legislation that affect human resources practices; communicate and educate personnel as appropriate.
  • Inform management of staff issues and recommend appropriate action and resolution.
  • Ensure relevant regulatory compliance is maintained.
  • Other relevant duties and tasks as assigned.
Knowledge Skills & Abilities Requirements:
  • Ten (10) years of Human Resources Experience (in the primary duty areas listed above) at the management level or higher.
  • Knowledge of employee benefits and working with Benefit Brokers.
  • Knowledge of or experience with the Service Contract Act (SCA).
  • Proficiency in MS Office, specifically MS Excel, Word, PowerPoint and Outlook.
  • Proficiency in HRIS Software packages - such as ADP WorkforceNow.
  • Effective facilitation and communication skills - oral and written.
  • Experience with writing and explaining the firm's policies to company employees.
  • Experience overseeing HR Departments of firms having 500+ employees in multiple locations.
  • Strong organizational and interpersonal skills.
  • Ability to manage a varied workload with flexibility, creativity and persistence.
  • Solid negotiating and presentation skills.
  • Bachelor's Degree in a relevant area (Human Resources, Psychology, or Business Administration) from an accredited college or university.
  • Competence with HR technologies.
  • Strong Business Ethics.
Desired Experience:
  • Master's Degree in a relevant area (Human Resources, Psychology or Business Administration) from an accredited college or university.
  • HR certification (PHR or SPHR highly preferred).
The company is an Equal Opportunity Employer and does not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local law.

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