What are the responsibilities and job description for the Human Resources Manager position at NASCO?
Overview
The Human Resources Manager is responsible for overseeing the delivery of HR policies, programs, and procedures, ranging from hiring to off boarding and ensuring smooth HR operations. This includes the development and implementation of strategic HR programs and policies in areas such as recruiting, interviewing, affirmative action, performance coaching and counseling and mediations, competency models, workforce planning, succession, promotions, off boarding, reductions in force, and disciplinary actions. Defines and implements a scalable talent acquisition strategy aligned with the Company’s short and long-term business goals. This includes the execution of sourcing and recruiting strategies, attracting and recruiting talent for specific organizational needs and the delivery of a seamless recruitment experience for hiring managers, associates and candidates. Will also ensure that HR activities are performed within legal and regulatory requirements and is easy to do business with. Manages and coordinates organization-wide efforts to ensure that talent management programs are developed and managed using a data-driven focus aligned to the business strategy. The HR manager manages a team of HR and Talent Acquisition professionals. Serves as the first point of escalation for HR. Communicates to manager regarding status of key performance indicators, projects and initiatives. Preferred working location: Georgia
Responsibilities
Required Knowledge, Skills, and Abilities:
We will not accept applicants that use AI when answering the screening questions. Applicants who use AI to answer any questions or to complete their application will not be considered for employment
The Human Resources Manager is responsible for overseeing the delivery of HR policies, programs, and procedures, ranging from hiring to off boarding and ensuring smooth HR operations. This includes the development and implementation of strategic HR programs and policies in areas such as recruiting, interviewing, affirmative action, performance coaching and counseling and mediations, competency models, workforce planning, succession, promotions, off boarding, reductions in force, and disciplinary actions. Defines and implements a scalable talent acquisition strategy aligned with the Company’s short and long-term business goals. This includes the execution of sourcing and recruiting strategies, attracting and recruiting talent for specific organizational needs and the delivery of a seamless recruitment experience for hiring managers, associates and candidates. Will also ensure that HR activities are performed within legal and regulatory requirements and is easy to do business with. Manages and coordinates organization-wide efforts to ensure that talent management programs are developed and managed using a data-driven focus aligned to the business strategy. The HR manager manages a team of HR and Talent Acquisition professionals. Serves as the first point of escalation for HR. Communicates to manager regarding status of key performance indicators, projects and initiatives. Preferred working location: Georgia
Responsibilities
- Partners with leadership to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, positive employee relations and succession planning
- Evaluates existing HR policies, programs, and procedures, and regularly recommends and implements improvements
- Develops and maintains the Talent Acquisition strategy to support organizational and HR initiatives through analysis of key metrics, knowledge of labor market and HR trends, and liaising with other HR functional areas and organization leaders
- Provides feedback and coaching, conducts performance reviews and additional people management activities
- Directs the implementation of the organization’s HR programs, including providing coaching and guidance to managers, overseeing talent reviews/assessments, calibration sessions and action planning
- Creates, maintains and analyzes HR scorecards to provide data-driven recommendations for improvements to HR programs to the Head of HR and to measure progress against goals
- Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance
- Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law
- Manages a department budget, vendor relationships and audits
Required Knowledge, Skills, and Abilities:
- Proficiency with HR systems and the Microsoft Office Suite
- Knowledge of applicable employment laws, policies, and practices as well as performance and change management theories and practices
- Ability to collaborate and build relationships with stakeholders across functional and organizational lines
- Exceptional interpersonal, leadership, and communication skills
- Ability to think strategically, employing solid decision-making skills
- Solid sense of confidentiality and discretion
- Ability to establish credibility and trust
- Ability to mentor and motivate direct reports to create a high functioning team
- 7 years of progressive HR experience
- 2 years of experience in recruiting related function and managing people within strategic HR functional areas
- Bachelor’s degree (or equivalent) in HR, Business, Industrial Relations, Organizational Development, I/O Psychology or related field
- HR certification (e.g. CHRP, SHRP, PHR, SPHR)
- Master’s degree (or equivalent) in HR, Business, I/O, OD or related field
- 3 years of experience in a product technology company
- 1 year managing HR generalists
- Work/Life Balance – NASCO helps you find success at the workplace, and at home
- Matching 401(k)
- Employee Recognition and Bonus Programs – When NASCO is successful so are our employees!
- Tuition Assistance – Learn, develop, and grow… on our dime!
- E-Learning – Comprehensive and current library of e-learning and performance support assets, available on demand and at no cost
- Choice of Blue Cross Blue Shield Medical, Dental and Vision Plans
- Company-funded spending/reimbursement accounts to help with out-of-pocket medical expenses
- Wellness Program
- 17 Days of Paid Time Off (PTO) per year – not including major holidays. That’s just starting out
- Company discount plans on mobile, technology services, etc., to help you save money
We will not accept applicants that use AI when answering the screening questions. Applicants who use AI to answer any questions or to complete their application will not be considered for employment
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