Human Resources Manager

CSM 

Human Resources Manager  (HR Manager)

Position Title: Human Resources Manager

Department: Human Resources

Location: College Station, TX

Reports To: Chief Leadership Officer

Job Summary: The Human Resources Manager will be responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of CIG Solar Manufacturing (CSM), specifically in the areas of succession planning, talent management, hiring processes, interviewing, change management, organizational and performance management, training and development, benefits and compensation. The Human Resources Manager will provide strategic leadership by articulating HR needs and plans to the executive management team, shareholders, and the board of directors.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree preferred.
• Professional HR certification (e.g., SHRM-SCP, SPHR) preferred.
• Minimum of 10 years of experience in HR management, with at least 5 years in a leadership role.
• Proven experience in developing and implementing HR strategies aligned with organizational goals.
• In-depth knowledge of labor law and HR best practices.
• Excellent interpersonal and communication skills.
• Strong leadership and team management skills.
• Ability to act with integrity, professionalism, and confidentiality.

Key Responsibilities:

1. Strategic HR Leadership:

• Develop and implement HR strategies and initiatives aligned with the overall business strategy.
• Serve as a strategic business partner to the executive leadership team.
• Act as a change agent to transform and implement organizational changes.

1. Talent Acquisition and Management:

• Oversee the recruitment process to attract, hire, and retain top talent.
• Develop and implement comprehensive talent management strategies including workforce planning, succession planning, and talent development.

1. Employee Relations and Engagement:

• Foster a positive, engaging, and collaborative work environment.
• Address employee grievances and manage conflict resolution.
• Develop programs to enhance employee engagement and satisfaction.

1. Performance Management:

• Implement and manage performance appraisal systems that drive high performance.
• Provide coaching and support to managers on performance management issues.
• Ensure alignment between performance management and compensation strategies.

1. Compensation and Benefits:

• Develop and manage competitive compensation and benefits plans.
• Ensure compliance with federal, state, and local compensation laws and regulations.
• Monitor the effectiveness of existing compensation practices and recommend changes that are cost-effective and consistent with compensation trends.

1. Training and Development:

• Oversee the development and implementation of training and development programs.
• Ensure programs address the needs of the organization and individual employees.
• Evaluate and monitor the success of training programs and ensure employees receive timely and relevant training.

1. Compliance and Risk Management:

• Ensure legal compliance with HR regulations and reporting requirements.
• Develop and manage health and safety programs in compliance with regulatory requirements.
• Conduct audits of HR activities to ensure compliance.

1. HR Policies and Procedures:

• Develop, implement, and maintain HR policies and procedures.
• Ensure all HR policies and procedures are communicated effectively to employees.
• Review and update HR policies regularly to ensure compliance and relevance.

1. HR Metrics and Reporting:

• Develop and manage HR metrics to track HR effectiveness.
• Provide regular reports to the executive team on HR metrics and performance.
• Use HR data to drive decisions and strategy.

1. Leadership and Team Development:

• Lead and mentor the HR team to achieve high performance and professional growth.
• Foster a culture of continuous improvement within the HR team.
• Promote teamwork and a collaborative work environment.

Standard Operating Procedures (SOPs) for HR Manager

1. Strategic HR Planning

• Objective: Align HR strategy with business goals.
• Steps:

1. Review and understand the company’s strategic goals.
2. Develop HR strategies that support these goals.
3. Present HR strategies to the executive team for approval.
4. Implement approved HR strategies.

2. Talent Acquisition

• Objective: Attract and hire the best talent.
• Steps:

1. Develop job descriptions and specifications.
2. Post job openings on relevant platforms.
3. Screen and interview candidates.
4. Select the best candidates and make job offers.

3. Performance Management

• Objective: Ensure high performance across the organization.
• Steps:

1. Develop and implement a performance appraisal system.
2. Train managers on performance appraisal techniques.
3. Conduct performance reviews regularly.
4. Provide feedback and development plans for employees.

4. Compensation and Benefits Management

• Objective: Maintain competitive compensation and benefits.
• Steps:

1. Conduct market research to determine competitive pay rates.
2. Develop compensation structures and benefit plans.
3. Ensure compliance with compensation laws.
4. Review and adjust compensation and benefits regularly.

5. Training and Development

• Objective: Enhance employee skills and career growth.
• Steps:

1. Identify training needs through performance reviews.
2. Develop training programs.
3. Schedule and conduct training sessions.
4. Evaluate training effectiveness.

6. Compliance and Risk Management

• Objective: Ensure HR activities comply with laws and regulations.
• Steps:

1. Stay updated with labor laws and regulations.
2. Conduct regular audits of HR activities.
3. Implement health and safety programs.
4. Address any compliance issues promptly.

7. Employee Relations

• Objective: Maintain a positive work environment.
• Steps:

1. Develop and implement employee engagement programs.
2. Address employee grievances promptly.
3. Conduct regular employee satisfaction surveys.
4. Implement improvements based on survey feedback.

8. HR Metrics and Reporting

• Objective: Track and report on HR performance.
• Steps:

1. Identify key HR metrics to track.
2. Collect data regularly.
3. Analyze data to identify trends and issues.
4. Report findings to the executive team.

If you are an ambitious self-starter who want to operate with CSM’s leadership team, and in a new environment where you can build and develop your HR skills, we encourage you to apply for this great opportunity. We look forward to having you be a part of our growing team in College Station Texas!