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HR Manager
4 months ago
**POSITION FUNCTION AND PURPOSE**:
The Human Resources Manager is directly responsible for the overall administration, coordination, and evaluation of the Human Resources Function of the Company. Develops and administers various human resources plans and procedures for all company personnel. Plans, organizes, and controls all activities of the department. Participates in developing department goals, objectives, and systems. Establishes and maintains department records and reports. Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed. As a member of the extended executive team, the incumbent plays a key role as the link between management and the organization’s employees to ensure that employees have everything they need to succeed in their roles.
**SPECIFIC DUTIES AND RESPONSIBILITIES**:
**Labor/Employee Relations**. Serves as primary contact with NEASO. Serves as a member of management team on numerous labor/management committees and bargaining team(s). Proactively counsels management and employees to resolve employee-relations issues; initiates steps to ensure they are resolved or channeled to Executive Management. Anticipates problems and takes early/prompt action to solve them to prevent difficult situations from occurring or least minimize negative effects. Possesses high emotional intelligence to better connect with employees, build strong relationships, and create a positive work environment. Assists in the development and maintenance of policies, procedures, and contract language. Coordinates corporate-sponsored activities, such as recognition programs, holiday celebration, corporate picnics, employee anniversary recognition and retirement recognition.
**Benefits Management**. Maintains competitive benefits programs for the Corporation Supervises the administration of all employee benefits programs. Develops and recommends new benefit policies and procedures, and develops cost controls, where possible. Develops and reviews effective communication channels to promote and inform all employees on benefits issues and programs. Develops reports and proposals for review by the President and Chief Financial Officer Reviews, processes, and approves for payment all benefit plan invoices. Prepares reports to Federal and state governments, and regulatory agencies, as required. Provides insurance carriers and others with plan census data, cost analyses, and statistics, as requested. Remains up to date on laws and legislation. Reviews all plan documents and summary plan descriptions.
**Budget and HR Staff Management**. Develops and administers department budget. Submits monthly status reports on department activities and budget variances. Formulates goals and objectives for the department. Hires and trains staff. Ensures that duties, responsibilities, and accountability for all staff are defined and understood.
**Compensation**. Develops and implements competitive compensation program within budget guidelines of the company. Ensures the program includes objective and defensible elements for job evaluation and a salary program that includes internal fairness and external competitiveness within the industry. Reviews job descriptions for accuracy, completeness, and compliance with corporate policy. Monitors and audits Company Appraisal Program. Recommends to the Executive Management Team salary structures and pay policies. Coordinates any annual wage adjustments. Assists managers in interpreting wage and salary policies and procedures. Prepares wage and salary reports for the Executive Management Team.
**Organizational Development**. Develops and implements the corporate staff development training plan. Identifies, recommends, approves, coordinates, and evaluates all training programs. Assists managers in assessing the training needs of employees. Ensures all training activities are documented and reported. Tracks and monitors development needs and efforts. Manages company Tuition Aid Program. Conducts and performs special projects in this area as requested, i.e., corporate newsletter communications, lunch and learn seminars, core competencies identification and retirement financial training.
**Personnel Record Keeping**. Supervise the record keeping for all staff retaining all personnel information which is required for business or legal reasons. Ensures all files are updated and maintained fastidiously. Develops and manages the automation of certain corporate reports needed by NEASO, other departments, and outside regulatory agencies.
**Compliance. **Ensures the organization is in compliance with labor laws and regulations as well as health and safety laws and regulations and is accountable for developing and updating company wide policies, procedures, and training.
**SCOPE AND IMPACT OF PROGRAM/PRODUCT MANAGED**
Plans, organizes, and manages the activities of NEA MB's Human Resources Department. The Human Resources Depa
