Human Resources Manager

The Human Resources Manager will be responsible for overseeing all aspects of HR operations within their scope of responsibility (assigned departments / regions and company). The ideal candidate will possess a deep understanding of HR principles, policies, and procedures, along with exceptional leadership and communication skills. The Human Resources Manager will work closely with senior management to develop and implement HR strategies that align with the company's goals and objectives.

Their responsibilities often involve overseeing a broader scope of HR functions and playing a key role in shaping HR strategies that align with the company's overall goals and objectives.

Essential Duties & Responsibilities

• Develop and implement HR policies and procedures in compliance with local, state, and federal regulations.
• Manage the recruitment and selection process, including sourcing candidates, conducting interviews, and making hiring decisions.
• Oversee employee onboarding and orientation programs to ensure a smooth transition for new hires.
• Manage employee relations issues, including conflict resolution, disciplinary actions, and performance management.
• Coordinate training and development initiatives to enhance employee skills and performance.
• Lead diversity, equity, and inclusion initiatives to foster a culture of belonging and respect within the organization.
• Stay up-to-date on HR trends and best practices to continuously improve HR processes and procedures.
• Serve as a trusted advisor to senior management on HR-related matters and provide guidance on strategic decision-making.
• Strategic Leadership : Senior HR Managers play a crucial role in developing and implementing HR strategies that support the organization's long-term goals. This may involve aligning HR initiatives with business objectives, anticipating future workforce needs, and identifying opportunities for organizational improvement.
• Team Management : They often lead and manage a team of HR professionals, providing guidance, coaching, and mentorship to ensure the team's success. This includes delegating tasks, setting performance goals, and conducting regular performance evaluations.
• Policy Development and Compliance : Senior HR Managers are responsible for developing and updating HR policies and procedures to ensure compliance with employment laws and regulations. They may also oversee audits and investigations to ensure adherence to legal and ethical standards.
• Employee Relations : They handle complex employee relations issues and provide guidance to managers and employees on HR-related matters such as conflict resolution, disciplinary actions, and performance management.
• Talent Acquisition and Management : Senior HR Managers oversee the recruitment and selection process for key positions within the organization, working closely with hiring managers to identify talent needs and develop effective recruitment strategies. They may also be involved in succession planning and talent development initiatives.
• Compensation and Benefits : They oversee the design and administration of employee compensation and benefits programs, ensuring competitive and equitable pay practices that attract and retain top talent. This may involve conducting salary surveys, analyzing compensation data, and making recommendations for adjustments as needed.
• Training and Development : Senior HR Managers coordinate training and development programs to enhance employee skills and competencies, supporting career growth and succession planning initiatives. They may also facilitate leadership development programs for managers and executives.
• Diversity, Equity, and Inclusion (DEI) : They lead DEI initiatives within the organization, fostering a culture of inclusivity and belonging where all employees feel valued and respected. This may involve developing diversity recruitment strategies, implementing unconscious bias training, and promoting diversity awareness initiatives.
• HR Technology and Analytics : Senior HR Managers leverage HR technology and data analytics to inform decision-making and drive continuous improvement in HR processes and practices. This may include implementing HRIS systems, analyzing workforce metrics, and using data-driven insights to optimize HR programs.
• Stakeholder Engagement : They collaborate with senior leadership and other key stakeholders to align HR initiatives with broader business objectives, advocating for HR priorities and resources as needed.

Education & Certifications

• Bachelor's degree in accounting, finance, or related field. MBA or relevant certifications (e.g., CBAP, PMP) preferred.