| Description | The Human Resources leader will plan, lead, develop, and coordinate the policies and activities of the Human Resources department; ensuring legal compliance and implementation of the organization's mission and talent strategy. This position has one direct report, reports to the COO, and works closely with the CFO for a 160 person organization that is experiencing high growth in the data center vertical. Essential Responsibilities: Employee Relations and Performance Management - Serve as a link between management and employees by providing tools and consultation on employee relations issues. Assist and educate managers/supervisors on successful employee performance management including motivation, disciplinary issues, promotion, retention and exit plans.
- Advise managers on policy and employment law matters such as wage and hour laws, equal employment opportunity, harassment and recommend needed changes in multiple states.
Recruiting & Staffing - Oversee the organization’s recruitment, interview, selection, and hiring process.
- Oversee job postings and assess compensation needs for recruitment and selection. Manage the company’s online applicant tracking and onboarding systems.
- Select and maintain relationships with external recruitment firms.
- Work with staffing firms to support temporary employment needs.
- Collaborate with Marketing on Employer Branding and Recruitment Marketing strategies
Onboarding/Offboarding - Oversee job postings and assess compensation needs for recruitment and selection. Manage the company’s online onboarding system.
- Plan and conduct new employee orientation.
- Oversee the offboarding process including conducting exit interviews to identify reasons or trends for employee termination.
- Represent organization at personnel-related hearings.
Benefits and Compensation - Provide current and prospective employees with information about company structure, policies, job duties, company values, compensation, and employee benefits.
- Oversee and plan the company’s annual open enrollment period for benefits and coordinate the annual 401k audit with the accounting team. Work with insurance broker and benefits vendor to structure benefit programs to attract and retain top talent.
- Manage the company’s online benefit portal.
- Analyze and enhance the company’s compensation programs to establish competitive, equitable pay and bonuses/incentives.
- Responsible for annual merit increases and semi-annual bonus program payments.
Compliance - Maintains knowledge of laws, regulations, and best practices in employment law, human resources practices, benefits, talent management and monitors the organizations compliance
- Insure HRIS is accurate and up-to-date
- Ensure all benefit plans and filings are in compliance
- Files annual compliance documents: EEO-1, worker’s compensation, etc
- Maintains company organizational chart
- Prepares external reporting for Investors and internal reports for Executive Management
Programming and Culture Shaping - Plan, organize and analyze training and programs designed to improve employee development and overall wellness.
- In collaboration with the finance department, prepare and follow budgets for human resources programming initiatives.
- In collaboration with Brand & Marketing, plan and prepare regular employee communications related to employee events, training, wellness and benefits.
- Maintain records and compile reports concerning personnel-related data such as hires, transfers, performance appraisals, and compensation. Analyze data to identify and determine causes of personnel challenges and develop recommendations for improvement of organization's policies and practices.
- Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management
- Other duties and projects per business needs.
Training and Development - Collaborate with departments heads to support training, development, and individual development plans for the respective departments as needed.
Company Value Indicators: - INTENTIONAL: Able to build customer relationships by partnering with co-workers, vendors, and customers.
- INTUITIVE: Ability to anticipate any barriers that may affect customer/co-worker conflict or stress.
- CRAFTED: Able to understand and execute elements of elevating the customer experience.
- RESPONSIVE: Ability to listen, learn and ensure communications are timely.
- RELIABLE: Able to consistently communicate progress with team.
- IMPACT-DRIVEN: Regularly measure building performance and provide constructive feedback or suggestions.
- SINCERE: Able to work collaboratively with your team through trust and transparency.
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| Position Requirements | Qualifications - 10 years of full life-cycle human resources experience. Minimum of bachelor’s degree.
- PHR, SPHR, SHRM, SHRM-SCP preferred, but not required.
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.
- Strong supervisory and leadership skills.
- Thorough knowledge of employment-related laws and regulations.
- Knowledge of and experience with varied human resource information systems.
- Proficient with Microsoft Office Suite or related software.
- Ability to work collaboratively across the organization.
Education and Experience: - Bachelors degree in Human Resources, Business Administration, or related field required
- At least ten years of human resource management experience required, with strategic, talent management in a growth organization highly preferred.
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