Human Resource Manager

Job Description

Job Description

Description :

Employee Classification : Full-Time, Exempt

Basic Functions :

Provides advice and counsel to managers and employees to enhance the effectiveness of Flight For Life’s (FFL) Human Resources (HR). Develops, implements, and administers policies and programs concerning talent acquisition and development, employee relations, benefits and leaves of absence, compensation, compliance, and safety. Responsible for the setup, communication, implementation, and summarization to senior management, including their guidance, of the annual open enrollment, annual employee review, and annual merit increase processes.

Requirements :

Required Skills and Qualifications :

• Bachelor’s degree in human resources management or related field and at least five years of progressive HR generalist experience, preferably in a growing organization. Experience in the health care field a plus.
• SPHR or PHR certification preferred
• Operational knowledge of all human resource areas of responsibility and best practices.
• Knowledge of HR best practices, employment law, current and pending legislation, and employee engagement
• Strong oral / written communication skills and interpersonal skills
• Ability to make administrative and procedural decisions and judgments on sensitive, confidential issues.
• Ability to work effectively in a team environment.
• Ability to work alongside and provide appropriate guidance to all levels of the organization, including the leadership and executive team
• Effective organizational and analytical skills
• Proficiency in Microsoft 365 and management of HRIS systems

Duties and Responsibilities :

This list of duties and responsibilities is not all inclusive and may be expanded to include other duties and responsibilities.

Policies and Procedures

Talent Acquisition and Development

1. Oversees the recruitment and selection process for all positions, ensuring company policies are followed. Reviews position specifications, sources candidates, evaluates and screens candidates by reviewing resumes and applications. Conducts interviews and refers qualified candidates to management for further evaluation. Conducts reference checks, background checks, recommends appropriate starting pay, and drafts offer letters.

2. Ensures pre-hire requirements are met.

3. Coordinates new employee onboarding and orientation. Ensure new employees complete required paperwork, including completion of I-9 documentation, in required timeframe. Implements onboarding program across all departments to help new employees assimilate to the culture of the organization.

4. Coaches management and oversees the performance management process, including performance appraisals. Recommends appropriate training courses and developmental opportunities for employees.

5. Provides ongoing training on topics relevant to all employees, including equal employment opportunity, harassment, and compliance-related training. Conducts in-house training and identifies appropriate external resources to conduct training.

6. Leads succession management discussions with senior management and follows through with succession planning strategies

Employee Relations

1. Resolves employee relations issues including conflict resolution, harassment investigations, wage complaints, employee disputes, attendance issues, and general questions.

2. Serves as an advisor to management on the disciplinary and termination process, ensuring company policies are followed and adherence to labor / legislative laws.

3. Gathers information from stay interviews and exit interviews. Advises management on issues and proposes strategies to address the issues, including performance improvement plans.

4. Ensures performance evaluations are completed during probationary periods and on an annual basis or more frequently as needed or determined.

5. Develops offboarding procedures and checklists. Ensures checklist is complete on employee’s last day and perform exit interview.

Benefits and Leaves of Absence

1. Administers benefit programs. including annual evaluation of existing benefits and identifying potential changes.

2. Communicates benefit information to employees, enrolls employees and processes changes to their status, investigates and resolves problems in conjunction with benefit plan carriers and / or service providers in a timely manner.

3. Coordinates, communicates, and implements the annual open enrollment process. Works with senior management to choose insurance brokers, ensuring the best option is selected for the organization and the employees.

4. Provides benefit information to terminated employees,

5. Administers Employee Assistance Program (EAP) and wellness programs.

6. Ensures that HRIS is reviewed and updated at least annually or with any change in policy.

7. Verifies annual physical clinics and receives / stores personnel health records.

Compensation

1. Develop new position descriptions and revise current position descriptions.

2. Develops new wage scales and reviews / updates annually.

3. Reviews positions to determine correct exemption status.

4. Participates in compensation surveys.

5. Advises management on merit increases, including providing current salary ranges, employee comparative ratio, recommendations for market adjustments, and advises on merit increase ranges based on comparative ratio calculation.

Compliance

1. Ensures legal compliance with all federal and state regulations applicable to human resources. Monitors HR processes for compliance, posts notice, maintains records, recommends changes necessary to achieve compliance, and serves as liaison with government agencies.

2. Appropriately maintains all HR-related records, ensuring confidentiality, and use of electronic storage with secure access.

3. Ensures compliance with the Americans with Disabilities Act.

4. Responds to unemployment claims.

5. Maintains all areas of the HR database system being utilized.

Safety

1. Ensures FFL is compliant with OSHA regulations. Tracks work-related accidents and investigates complaints as necessary.

2. Administers workers’ compensation for the organization.

Physical Demands and Work Environment :

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is frequently required to sit, talk or hear, and use hands to finger, handle, or touch objects or controls. The employee is regularly required to stand and walk. The employee may occasionally lift up to 25 pounds.

Performance Review Responsibility :

Reports to Flight For Life Executive Director.

Revision Date :

Annually or as responsibilities change.

Revised : Month / Year