What are the responsibilities and job description for the HR Manager position at 78th & Dodge?
HR Manager
Job Summary:
The Human Resources Manager position at Scooter’s Coffee is an opportunity for an upper level management position in a successful and growing company. We are actively seeking an HR Manager to lead our Human Resources Department. This position is a strategic HR partner to the Operations Leadership team, delivering value-added service to employees that reflects the business objectives, mission, and core values of the company. This position maintains a high and effective level of business acumen about the company’s financial position, its midrange plans, its culture and its competition.
Scooter’s Coffee Core Values
Integrity - Love - Humility - Courage
The ideal candidate is a detail oriented, energetic person who is a skilled multi-tasker with the ability to organize multiple priorities at one time, ensuring accuracy and thoroughness to completion. They have a high level ability of working through complex problems towards a rational and strategic solution. They are also an outgoing person who loves to build relationships and excitement with all employees!
Supervisory Responsibilities:
This position directly oversees the HR Department as a whole, including the HR Associate.
The HR Manager reports directly to the Vice President of Operations.
Duties/Responsibilities:
Oversees the entire scope of the HR Department including talent acquisition, employee & labor relations, HR compliance, compensation & benefits, project management, and workplace safety & health.
Conducts weekly meetings with respective departments.
Analyzes trends and metrics in partnership with the Operations Leadership team to develop strategic solutions, programs and policies. Additionally, provides HR consultation and guidance when appropriate.
Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. Partners with VP of Operations on proposed final solutions and next steps.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
Provides day-to-day performance management guidance to store operations (e.g., coaching, counseling, career development, disciplinary actions).
Partners with the leadership team and employees to improve work relationships, build morale, and increase productivity and retention.
Partners closely with VP of Operations and Business Owner on policies and processes pertaining directly to HR functions.
Helps guide HR policy conversations and interpretation to all employees. Also maintains and updates the employee handbook on an annual basis and as needed.
Strategizes on business unit restructures/acquisitions, workforce planning and succession planning.
Identifies HR training needs for operations team and individual executive coaching needs.
Evaluates HR department costs and works closely with VP of Operations and HR Assistant to analyze, update, and/or generate more efficient and cost-effective company policies, procedures, programs, and/or training solutions.
Facilitates ADA and FMLA requests and communications.
Completes talent acquisition process for upper leadership positions.
Manages and oversees open enrollment for health benefits on an annual basis.
Performs other related duties as assigned.
Required Skills/Abilities:
Must be positive, flexible, detail oriented, organized, team oriented and a driven problem solver, multi-tasker, and self-starter with the ability to prioritize and lead in a fast-paced environment.
Ability to work under pressure while maintaining a positive work culture.
Excellent professional verbal and written communication skills.
Comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies in multiple states.
Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
Skilled in handling workplace conflict, settling disagreements, and fostering good employee relations.
Ability to work through complex situations as the point person and decision maker for the department.
Project management skills.
Integrity with ability to handle confidential information.
Proficient with Microsoft Office Suite and Google Workspace.
Education and Experience:
Experience in operations management, preferably in the hospitality industry.
Previous experience as an HR Generalist.
Minimum of 2 years of experience resolving complex employee relations issues.
Working knowledge of multiple human resource disciplines, including compensation practices, recruiting, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
Bachelor's degree preferred.
SHRM Certified Professional (SHRM-CP) preferred
