Human Resources Manager

Reports To: Executive Director

This job description aims to communicate the responsibilities and duties associated with the position of HUMAN RESOURCES MANAGER. While the following information should be considered a comprehensive description of this position, it should also be noted that some responsibilities and duties may not be specifically addressed.

The company embraces an all-hands-on-deck philosophy: Every person is expected to perform any reasonable task or request that is consistent with fulfilling company objectives.

It is imperative that you review the duties, skills, and physical requirements of the job description closely and that you understand that by signing the Job Description Acknowledgement, you are verifying that you can perform all the responsibilities, have the skills, and possess the physical abilities necessary to perform the job as described.

JOB SUMMARY

As the Human Resources Manager, you will oversee and implement key human resources strategies, ensuring compliance and alignment with our company’s goals. You will lead and direct the routine functions of the Human Resources department, including recruitment and staffing, benefits administration, employee development/retention, employment discipline/terminations (either by choice or discretion of employer), and updating/enforcing company policies and practices.

EMPLOYMENT STATUS

• Full-time (40 hours) / Salaried / Exempt (ineligible for overtime).
• Essential. As an essential employee, the Human Resources Manager may be required to report to the corporate office during an emergency to meet business needs, even when other business sectors and/or federal, state, or local government offices may be closed.
• Occasional travel, with occasional overnight stays.

TELECOMMUTING (WORK FROM HOME)

Daily in-office attendance is considered an essential function of the job. This position does not allow “working from home” regularly or for an extended period without prior approval.

ESSENTIAL DUTIES AND RESPONSIBILITIES

The duties listed below are typical for the position but may not be all-encompassing. Additional duties may be assigned.

Talent Acquisition & Onboarding

• Partner with the leadership team to understand and execute the organization’s human resource and talent strategy, particularly concerning current and future talent needs, recruiting, retention, and succession planning.
• Develop and execute recruitment strategies to attract candidates, ensuring alignment with company goals and culture.
• Manage the talent acquisition process; collaborate with hiring managers to understand the skills and competencies required for each position; post positions, review resumes, and guide hiring managers through the candidate selection and interview process.
• Manage the new hire onboarding process, including the offer letter, background check, drug test, I-9 completion, etc., to foster a positive first impression and ensure new hires are equipped for success.

Employee Advocacy, Engagement, and Retention

• Act as the primary point of contact for employee questions and concerns, providing prompt, fair, and confidential resolutions to maintain trust and satisfaction.
• Monitor morale; investigate and resolve grievances and complaints.
• Design and implement innovative programs to boost employee engagement, satisfaction, and retention.

Regulatory Compliance and Policy Management

• Monitor and ensure compliance with federal, state, and local employment laws and industry regulations. Stay informed of proposed/pending legislative changes and industry trends.
• Review company policies to ensure compliance and make timely updates to HR procedures and the employee handbook.
• Administer company EEO policies and procedures.
• Maintain employee personnel records; records of education/training classes attended; certifications.
• Ensure ACA compliance, including timely filings to employees and the IRS.
• Manage ADA compliance and guide the ADA interactive process with employees.

Benefits and Payroll

• Assist with managing company benefits programs, coordinate open enrollments, provide employee benefits training, and assist employees with benefits questions or issues.
• Perform biweekly review of timecards for payroll processing; address timecard issues.
• Process payroll as needed (backup person to payroll processor).

HR Reporting

• Analyze trends in compensation and benefits; research and propose competitive base and incentive pay programs to ensure the organization's competitiveness.
• Create detailed HR reports providing actionable insight to inform strategic decision-making.
• Keep management apprised of potential employee issues regarding dissatisfaction, pay, advancement, etc.

Performance Management

• Develop and oversee performance review process, setting clear benchmarks and guiding managers to foster productivity and accountability.
• Analyze workforce data to identify trends, address gaps, and recommend improvements that align with company objectives.

Disciplinary Action, Terminations & Offboarding

• Oversee employee disciplinary process, including guiding managers through the steps, providing guidance on corrective action, attending disciplinary meetings, performing investigations, and executing terminations.
• Manage the termination process, ensuring the termination complies with company policies and relevant laws. Maintain thorough records of performance issues, disciplinary issues, and the termination process to protect the company from potential legal liability.
• Provide managers with the necessary training and guidance on how to conduct terminations fairly and legally. Help managers prepare for the termination meeting, including outlining what to say and how to deliver the news respectfully and professionally.
• Attend termination meetings (if needed) to provide support and to ensure the process is handled correctly.
• Manage the offboarding process, including terminating the employee in the HRMS, conducting exit interviews, removing access to company systems, and ensuring the final payroll and PTO are calculated correctly.

Other

• Provide support and guidance to management and other staff when complex, specialized, and sensitive questions and issues arise. May be required to administer and execute tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
• Analyze workforce data to identify trends, address gaps, and recommend improvements that align with company objectives.

Safety and Workers’ Compensation

• Promote and oversee workplace safety programs. Work with management and employees to promote a safe work environment to prevent injuries.
• Stay informed on workers’ compensation regulations to ensure compliance.
• Ensure employees follow the company’s workers’ compensation reporting process and understand their rights and responsibilities.
• Manage workers’ compensation reporting and claims process. Assist insurance carrier with RTW programs, light duty, employee contact, and engagement throughout the claims process.
• Oversee and manage OSHA 300 occupational injuries and illnesses reporting for all work locations.
• Ensure all work locations are equipped with all required posters, including those regarding wage and hour, EEO, right to know, Workers’ Compensation, etc.

QUALIFICATIONS

Must have a strong understanding of HR principles, practices, and relevant laws. Must be able to build relationships, foster trust, and address employee concerns with empathy and understanding. Must have strong communication skills to convey policies, engage in sensitive discussions, and facilitate dialogue between management and employees. Must act with integrity, professionalism, and confidentiality. Must be a self-starter, reliable, and trustworthy. Strives to contribute to the company’s continued success and possesses a “can-do” attitude.

Education & Experience

Four-year degree in human resource management, business administration, or a related field with a minimum of 5 years of increasingly responsible HR work experience. 3 years in an HR management level role. PHR and/or SHRM-CP certification, or any other combination of education and experience to meet position requirements.

Knowledge, Skills & Abilities

• Excellent verbal and written communication skills. Employ a high degree of tact and diplomacy in communication.
• Keen attention to detail and strong analytical and problem-solving skills. Exercise good judgment and decision-making.
• Strong leadership and management skills, including team-building, coaching, and mentoring. Strong negotiation and conflict resolution skills.
• Strong knowledge of payroll processing and procedures.
• Proficient with Windows-based applications such as Word, Excel, and Outlook.
• Proficient with or ability to quickly learn the company’s HRIS.
• Must be able to work in a team-oriented environment.

PHYSICAL REQUIREMENTS

Where practical, reasonable accommodation will be considered for the referenced physical requirements of the job.

• Prolonged periods of sitting at a desk and working on a computer.
• Occasional standing for long periods.
• Must be able to walk frequently.
• Repetitive motions: reaching, grasping, typing, writing, holding phone.
• Requires ability to see in the normal visual range with or without correction; sufficient to read computer screen and printed documents.
• Requires hearing in the normal audio range with or without correction to communicate over the phone and in person.
• Must be able to lift to 20 pounds occasionally.

ADDITIONAL REQUIREMENTS

• Must have a valid driver’s license, reliable vehicle, and automobile insurance coverage for occasional travel.
• This job description is intended to describe the position's general nature and work responsibilities. It and the duties of this position are subject to change, modification, and addition as deemed necessary by the company. The employee must comply with supervisory instructions and perform other job duties, responsibilities, and assignments as requested to meet company needs.
• This job description does not constitute an employment contract between the company and the employee.