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Senior Human Resources Manager
2 months ago
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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).
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