Manager of Human Resources

Full-Time Exempt

Manager of Human Resources (HR) provides mid to senior-level leadership and guidance to the organization’s HR operations. The Manager of HR is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures and best practices. This role will partner with specified areas to include both field operations and support functions.

Supervisor Responsibilities:

• Recruits, interviews, hires, and trains HR staff.
• Oversees the daily workflow of the department.
• Handles performance management, discipline and termination of employees in accordance with company policy.
• Identifies key performance indicators for the organization’s human resource and talent management functions; assesses the organization and department’s success based on these metrics.
• Provides guidance and leadership to the human resource team; assists with resolution of human resource, compensation, and benefits questions, concerns, and issues.
• Assist with payroll challenges, year end duties, PTO set up and HRIS requests and reporting

Business Partner Duties/Responsibilities:

• Collaborates with senior and executive leadership to identify ways to support the company’s mission through the talent lifecycle.
• Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements.
• Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management.
• Comply with compliance and privacy policies and procedures to maintain confidentiality and information protection.

• Work cross-functionally to identify and develop HR solutions that will ultimately improve business results through lowering turnover, increasing retention, developing high-performing coworkers, etc.
• Partner with Learning and Development team to facilitate workshops and training and development that will increase associate knowledge and skill development.
• Serve as an advisor and consultant in almost every facet of the Employee Life Cycle, from Onboarding to Career Development to Employee Relations, LOA to Culture/Engagement, and Off-boarding.
• Proactively identify opportunities and assess improvements to the employee experience and partner with management to develop and implement innovative and lasting solutions.
• Assist leaders in development of workforce plans, staffing, talent mapping and succession planning that ensure our success for the long term.
• Ability to understand business goals and recommend new approaches, policies, and procedures to effect continual improvements in business objectives and productivity
• Leverage data to make decisions to support business objectives while identifying gaps, trends, and implementing process improvements
• Provide thought leadership and coaching to the teams on the topics of organizational and team effectiveness, talent management, talent acquisition, capability build, and retaining talent, HR Operations, and employee relations.
• Facilitate resolution of workplace concerns, assist with developing and interpreting policy, and provide consultation and recommendations as it relates to Employee Relations issues
• Accountable for multiple HR projects from beginning to end and for using efficient project management methodologies and tools, as appropriate
• Various other duties and projects as assigned
• Comply with all federal, state and local regulatory rules and regulations governing financial institutions, as well as all company policies and procedures.
• Performs other duties as assigned.

Required Skills/Abilities:

• Excellent verbal and written communication skills.
• Excellent interpersonal and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Strong analytical and problem-solving skills.
• Ability to meet deadlines with competing priorities
• Strong supervisory and leadership skills.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite, M365 and strong Excel experience

Education and Experience:

• Bachelor’s degree in Human Resources, Business Administration, or related field preferred (or equivalent experience);
• At least five years of human resource management experience required, with strategic, talent management, and/or business development experience highly preferred.
• SPHR or SHRM-SCP strongly preferred.
• Experience in using UKG as a payroll and HRIS system preferred
• Experience in running payroll, assisting with company benefits and working with HRIS systems
• Experience in reporting utilizing Business Intelligence preferred.
• Experience with workforce and succession planning

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)