What are the responsibilities and job description for the Human Resources Manager position at Presbyterian Villages of Michigan?
Overview
Responsible for establishing, maintaining and administering the Human Resources initiatives and functions of the Village in compliance with all applicable laws, regulations and standards. Human resources responsibility includes: Employee Relations, Labor Relations, Recruiting, Performance Management, Compliance with employment laws and PVM policies, Benefits Administration, Communications, and Adherence to Policy, Worker’s Compensation/Safety, Unemployment, and Training, Orientation, and On-boarding.
Responsibilities
1. Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
2. Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.
3. Interpret and explain human resources policies, procedures, laws, standards, or regulations.
4. Confer with management to develop or implement personnel policies or procedures.
5. Develop or implement recruiting strategies to meet current or anticipated staffing needs.
6. Perform searches for qualified job candidates, using sources such as computer
databases, networking, Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals.
7. Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
8. Review employment applications and job descriptions to match applicants with job requirements. Interview job applicants to obtain information on work history, training,
education, or job skills. Refer them to managers, making hiring recommendations when appropriate.
9. Schedule or administer skill, intelligence, behavioral, physical or drug tests for current or prospective employees. Conduct reference or background checks on job applicants.
10. Extend offers of employment to candidates. Provide explanation of compensation and benefits.
11. Schedule or conduct new employee orientations.
12. Maintain effective employee relations matters including coordinating the engagement of dialogue between employees/managers, etc, conducting thorough and fair
investigations, and determining solutions, recommendations and outcomes.
13. Prepare or maintain employment records including documents pertaining to hiring, termination, leaves, transfers, or promotions. Follow established record retention policy.
14. Assists in the development of benefit programs, processes accurate and timely benefit enrollment forms and status or wage changes.
15. Conduct exit interviews to identify reasons for employee termination and ensure that necessary employment termination paperwork is completed.
16. Analyze employment-related data and prepare required reports.
17. Maintain current knowledge of state and federal regulations and laws such as Equal Employment Opportunity (EEO) and affirmative action, Americans with Disabilities Act
(ADA), FMLA, worker's compensation, unemployment, Fair Labor Standards Act (FLSA), any other laws or regulations that would impact organization.
18. Conduct or direct the internal investigation of staff issues such as harassment, theft, violence, or any policy violation.
19. Represent organization at personnel-related hearings and investigations.
20. Plan, direct, supervise, and coordinate work activities of staff where available.
21. Keep informed regarding pending industry changes, trends, and best practices and assess the potential impact of these changes on organizational processes.
22. Village of Redford: Negotiate bargaining agreements and help interpret labor contracts.
23. Assists in the development, updating and administration of appropriate wage and salary program, approves and processes rate increases/change information.
24. Monitors, evaluates and assist with unemployment and worker’s compensation issues.
25. Conduct periodic internal reviews or audits to ensure that compliance procedures are followed.
Qualifications
Bachelor's Degree in Human Resource Management or related field
5 years’ work experience in Human Resources
Supervisory experience helpful
PHR/SPHR or advanced certification required.
Valid Driver’s License
