HR MANAGER

Job Description

Job Description

JOB SUMMARY

Under the direction of the COO, plan, direct, and coordinate human resources activities of the organization. Serve as a link between management and employees by handling questions, interpreting, and administering contracts, and helping resolve work-related issues. Create, update, apply, and advise managers on company human resource policy matters and labor laws, such as ADA, PWFA, FMLA, etc., ensuring legal compliance and implementation of the organization’s mission and talent strategy.

DUTIES AND RESPONSIBILITIES

1. Maintain employee records.
2. Identify staff vacancies, recruit, and onboard applicants.
3. Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits.
4. Conduct new employee screenings, including preemployment drug, background checks, I-9 verifications, and all other reporting necessary by federal and state government.
5. Create onboarding plans and educate newly hired employees on HR policies, internal procedures, and regulations.
6. Plan and conduct new employee orientation to foster a positive attitude toward organizational objectives.
7. Analyze and make recommendations regarding the compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
8. Investigate and report on workplace accidents for insurance carriers.
9. Represent organization at personnel-related hearings and investigations.
10. Perform difficult staffing duties, refereeing disputes, administering disciplinary procedures, and terminating employees.
11. Compile statistical reports concerning personnel-related data such as new hires, terminations, performance appraisals, and absenteeism rates.
12. Analyze data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.
13. Plan, organize, coordinate, and direct personnel training and labor relations activities.
14. Assist all managers with employee evaluations and documentation of any disciplinary actions.
15. Maintain a Drug Free Workplace status through training and communication.
16. Promote employee engagement through various events, recognitions, and awards.
17. Maintain all federal and state required postings at all locations.
18. Organize and manage open enrollment annually and assist with staff questions about benefits.
19. Complete and maintain all FMLA & LOA applications, employment verifications, exit interviews, and surveys to identify reasons for employee separation.
20. Initiate and monitor completion of performance reviews on employees’ anniversary dates.
21. Collaborate with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention.
22. Maintain employee information in the payroll system and work with benefit vendors verifying proper addition and deletion of employees into vendor systems for benefits, working closely with Staff Accountant and Accounts Payable for verification of billing of benefits.
23. 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.
24. Performs other duties as required.

QUALIFICATIONS, KNOWLEDGE, SKILLS

Bachelor’s degree in human resources, business administration or related field.

Knowledge of research methods to compile data reports.

Knowledge of Department of Labor regulations and other employment-related laws.

Ability to communicate well with the public, employees, board members, and physicians.

Self-starter: works with limited supervision, ability to prioritize job functions based on deadlines.

Understands the importance of confidentiality in all circumstances.

Excellent interpersonal and organizational skills with the ability to adapt to the needs of the organization and employees.

Professional appearance & demeanor with tactful & discreet manner as a representative of the COO.

Strong analytical and problem-solving skills with the ability to prioritize tasks and to delegate them when appropriate.

Knowledge of computer systems and applications including Word, Excel & Power Point.

Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.

At least five years of human resource management experience is preferred.

HRM-CP or SHRM-SCP highly preferred.

TYPICAL PHYSICAL DEMANDS AND WORKING CONDITIONS

Frequent mobility and/or sitting required for extended periods of time. Prolonged computer and data entry requirements. Requires manual dexterity to operate keyboard and other office equipment.

Requires some overtime and occasional weekend commitment as the need may arise based on deadlines for program reporting requirements.