What are the responsibilities and job description for the Manager of Human Resources position at Central Indiana Corporate Partnership?
ORGANIZATION OVERVIEW:
The Central Indiana Corporate Partnership (CICP) was formed in 1999 to bring together the chief executives of Central Indiana’s prominent corporations, foundations and universities in a strategic and collaborative effort dedicated to the region’s continued prosperity and growth. CICP is nationally known as a leader in networked governance and corporate, academic and philanthropic collaborations. Its mission is to "transform the economy of Indiana to create a more sustainable prosperity and quality of life for our citizens and future generations." The group creates long-term strategies, research and programs for regional growth and concentrates on issues such as talent, workforce development, the innovation economy, quality of place, and access to capital.
The organization is focused on Indiana’s key advanced industries as well as workforce and talent, housing four sector initiatives designed to fill gaps and pursue strengths through a relentless focus on driving talent and investment to these “verticals”: AgriNovus Indiana, for agbiosciences; BioCrossroads, for life sciences; Conexus Indiana, for advanced manufacturing and logistics; and TechPoint for tech and tech-enabled companies. Ascend Indiana addresses workforce development and talent needs across all of the sectors and others. In addition, the organization is working across its initiatives on cross-collaborative projects including innovation, entrepreneurship, equity and communications to strengthen its market knowledge and impact Indiana’s economy.
JOB OVERVIEW:
The Manager of Human Resources plays a pivotal role in supporting the organization’s workforce and operational goals. Reporting to the Director of Human Resources and part of a collaborative shared services team, this role is responsible for managing key aspects of the employee lifecycle, including recruitment, onboarding, employee relations, compensation, benefits, and compliance. The Manager of Human Resources works closely with leaders across the organization to develop and implement HR strategies, policies, and initiatives that promote engagement, support career development, and ensure compliance with employment laws and best practices. This position also focuses on leveraging data-driven insights and technology to improve processes and enhance the employee experience, contributing to the organization’s mission and overall success.
JOB RESPONSIBILITIES:
HR Compliance and Administration
- Ensure compliance with federal, state, and local employment laws and regulations.
- Review and update policies, procedures, and practices to maintain compliance in all areas of HR functions, including staffing, compensation, benefits, training, performance management, employee relations, safety, and compliance.
- Facilitate invoice processing for all HR-related services with the accounting department.
- Conduct yearly ACA filing.
- Manage time tracking training and forms and ensure CICP time reporting is submitted monthly.
- Support the creation and revision of employee job descriptions in the database.
Payroll Management
- Prepare and support the preparation of hourly and bi-weekly payroll, including accurate calculation and allocation of payroll and benefits.
- Act as preparer or approver for payroll processing according to a rotating schedule.
- Prepare backup documentation (pay stubs, time sheets) required for submission with reimbursement grant invoices.
Recruitment, Onboarding and Employee Lifecycle Management
- Oversee applicant tracking system and recruitment efforts.
- Assist with the hiring process, including coordinating job postings, reviewing resumes, performing reference checks, background checks, and employee eligibility verifications.
- Develops and manages the new hire orientation and onboarding experience for new employees across the organization.
- Provide benefits orientation and enrollment for new employees.
- Manage the employee life cycle, including new hire, employment change, and termination activities.
- Maintain active, terminated, and archived personnel, payroll, medical, and background files, adhering to confidentiality standards.
- Oversee and support the annual employee performance review process.
- Support engagement and morale initiatives along with the CICP shared services team.
- Manage leave of absence processes, including FMLA, STD, and other types of leave.
- Focus on improving the employee experience throughout various HR processes, from recruitment and onboarding to performance management and career development.
Compensation and Benefits
- Assess internal and market compensation data to determine appropriate compensation metrics in conjunction with the Director of Human Resources, finance and administration team.
- Coordinate the annual benefits renewal process.
- Develop and execute an annual benefits education strategy.
- Ensure effective communication and understanding of employee benefits programs.
- Manage 401(k) employee enrollment and maintenance, conduct 401(k) true-up audits, and assist with annual 401(k) audits.
Employee Relations and Development
- Diagnose, assess, and resolve critical and complex employee relations issues throughout the organization.
- Provide performance management guidance to initiative managers, directors, and vice presidents (e.g., coaching, counseling, career development, succession planning).
- Support the development and implementation of employee engagement surveys through data analysis and reporting.
- Design, implement, and assess training programs that enhance skills and competencies for career progression.
- Develop and maintain comprehensive career paths for various roles within the organization.
HR Strategy and Metrics
- Analyze human resource trends and metrics in partnership with the Director of Human Resources to develop solutions, programs, and policies that align with organizational goals.
- Track and report on key recruitment, retention, and departure metrics for the organization.
- Identify areas for improvement in existing HR processes, exploring opportunities to leverage technology and automation.
Other duties as required
MINIMUM QUALIFICATIONS:
- BA in Human Resources or equivalent; SHRM-CP/SCP or PHR/SPHR certification preferred.
- 3 years of Human Resources management resolving complex employee relations.
- Working knowledge of multiple human resources disciplines including career progression design, performance management, employee relations, diversity, and federal and state employment laws.
- Experience with non-profit organizations preferred.
- Strong oral and written communication skills.
- Exceptional interpersonal and conflict resolution skills.
- Highly organized with keen attention to detail.
- Effective time management skills with a proven ability to meet deadlines.
- Strong analytical and problem-solving skills.
- Ability to work independently with minimal supervision and thrive as a team member within the shared services team.
- Proficiency in using analytics for decision-making.
- Demonstrated cultural awareness, emotional intelligence and relationship management skills.
- Commitment to acting with integrity, professionalism and confidentiality.
BENEFITS:
- 100% of your healthcare and dental premiums are paid for individual and family.
- Pre-tax & Roth 401(k) Retirement Plan with generous match - 5% contributed by the employer regardless of employee contribution and up to an additional 5% employee voluntary contribution eligible to be matched by the employer.
- Company paid group life benefits as well as company paid short-term and long-term disability insurance.
- New office location and facilities at 16 Tech Innovation District with hybrid remote flexibility.
- Generous Paid Time Off (PTO) including 17 holidays.
EEO Statement:
CICP grants equal opportunity to all qualified persons without regard to race, color, religion, gender, gender identity, pregnancy, disability, age, national origin, military service obligations, veteran status, citizenship, sexual orientation, or any other category protected by law. CICP provides equal opportunity in wages, promotions, benefits, and all other privileges, terms, and conditions of employment.
