HR-Manager

4 weeks ago

Tucson, United States R. E. Darling Co., Inc. Full time
This position will require access to ITAR and/or EAR controlled technical data, technology or source code, and requires that all individuals in this role be authorized to access such information

General Description:

The Human Resource Manager reports to the Vice President/Chief Financial Officer. The Human Resource Manager develops, maintains and administers personnel management programs encompassing all functional areas of personnel/labor relations. Responsibilities include employment, salary administration, benefits, training, EEO/AA, health and wellness and leave programs. The Human Resource Manager is responsible for recommending and setting personnel policies, oversight of the company wellness program and the company payroll function. The Human Resource Manager interacts with individuals at all levels of the organization, outside vendors and external contacts; therefore strong interpersonal and communication skills are required.

Primary Responsibilities:

  • Provide company benefit planning and administration
  • Oversee the recruitment and hiring for the organization
  • Collaborate with management to plan, coordinate and/or direct company training and development activities
  • Interpret, review and/or create company policy when necessary
  • Provide wage administration
  • Complete all mandatory Human Resource related reports
  • Promote the organization through community networking
  • Plan, organize and direct the company's wellness program to meet organizational goals
  • Oversee internal Human Resource investigations
Education and Experience Requirements:
  • High School Diploma; Bachelor degree in Personnel Management or a related field preferred
  • Seven years progressive Human Resource experience
  • Thorough knowledge of laws and regulations affecting human resource and payroll administration:
  • EEO/AA
  • FMLA
  • COBRA
  • FLSA
  • ADA
  • ACA
  • ERISA
  • HIPAA
  • EBSA
    • Proficient in the use of Microsoft Word and Microsoft Excel
Specific Tasks and Focus Areas:
  • Provide company benefit planning and administration
  • Maintain benefit records and prepare documents necessary for implementing benefit coverage
  • Benchmark the company's plan with others seeking to maximize job satisfaction while keeping the cost of the benefits package under control
  • Make benefit recommendations to executive management by studying and assessing benefit needs, trends, new products and new laws and regulations
  • Coordinate and participate in annual benefit plan review and renewal meetings
  • Oversee the coordination of annual open enrollment
  • Develop a close working relationship with assigned representatives of the company's benefit brokers and carriers to assure benefit issues are resolved quickly with optimal outcomes, all contracted services are being rendered as desired, and available services are being optimized
  • Oversee COBRA administration to ensure the Company is compliant by law
  • Oversee the administration of leaves of absence
  • Ensure compliance and proper documentation in regard to all applicable laws and regulations
    • Collaborate with executive staff in the development of plan design for ensuing benefit years
    • Ensure compliance with government rules and regulations
    • Manage benefit reporting and billing
  • Oversee the recruitment and hiring activities for the organization
    • Act as the company's designated Affirmative Action Compliance Officer
  • Ensure company's compliance with EEOC and affirmative action activities as required by law
    • Develop and implement policies and set standards of achievement in areas of equal employment opportunity, affirmative action, and diversity initiatives.
  • Monitor federal and state developments in these areas
  • Review with executive management annually.
    • Establish and implement reporting and audit procedures that measure the effectiveness of company programs and determines the degree to which goals and timetables have been attained
    • Develop liaisons with government agencies at the federal and state levels and organizations involved with affirmative action and diversity in order to meet and/or further the company's EEO and affirmative action objectives
    • Oversee the preparation of job descriptions, reviewing existing job description annually at a minimum
    • Determine exempt/non-exempt status of all positions and review on an annual basis for updates
    • Work with management to plan long-term staffing goals, strategies and employment activities
    • Work with management to strategize the recruiting activities for their open positions
    • Evaluate recruiting resources to determine those to be used, evaluating their effectiveness and making changes as needed
    • Review qualifications of prospective employees, either rejecting or forwarding on for interview scheduling
Specific Tasks and Focus Areas Cont'd
  • Collaborate with management to plan, coordinate and/or direct company training and development activities
    • Conduct new hire orientation and oversee the new hire on-boarding process
    • Oversee the coordination of new hire training activities
    • Work with management to identify and assess current and future training and development needs
  • Assist in the coordination of training, identifying outside resources when necessary
  • Provide HR support to company training initiatives
  • Oversee training in the areas of company policies, EEO/affirmative action, finance and employee health, company benefits, and workers' compensation
  • Interpret, review and/or create company policy when necessary
    • Develop, recommend and implement company policies, consulting with outside legal counsel if needed
    • Monitor company policies to ensure compliance with legislative updates
      • As questions arise regarding application of company policy, review and precedents, apply logic and fairness to the issue and make decisions for application
      • Document any policy interpretations
      • Maintain the company handbook; update as needed, oversee distribution
      • Oversee the company Authorized Driver and Vehicle Safety Program
    • Provide wage administration
      • Conduct annual wage surveys for all company positions for the purpose of determining competitive compensation levels
      • Analyze survey data and make recommendations for implementing changes when necessary to executive management during annual wage review meeting
      • Analyze survey data and consult with outside resources to identify wages for new positions to ensure competitive wages
      • Ensure compliance with government wage regulations
    • Ensure the timely completion of all mandatory Human Resource related reports to include;
    • Vets 4212
    • EEO-1
    • OSHA 300
    • Affirmative Action Census
    • Benefit Plan Census'
    • ACA Reporting
    • Promote the company through community networking
    • Attend community events and network with employment agencies, colleges and government agencies to promote the company and recruit candidates
    • Network with other Human Resource professionals to benchmark company wages, benefits and policies
    • Build community partnerships with organizations that represent the values of the company and provide opportunities for the company and employees to support and strengthen community ties
Specific Tasks and Focus Areas Cont'd
  • Plan, organize and direct the company wellness program to meet organizational goals
  • Work with third party sponsors to coordinate seminars, health fairs, employee education and wellness events/contests
  • Plan, implement and evaluate programming
  • Evaluate wellness data to determine annual wellness objectives
  • Provide an annual plan review to executive, management and employees
  • Organize and promote special events
  • Oversee internal Human Resource investigations
  • Be point of contact with employment attorney for Human Resource issues
  • Conduct investigative interviews
  • Resolve issue and brief all parties involved
  • Document investigation and outcomes


Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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