What are the responsibilities and job description for the Human Resources (HR) Manager position at Robert Half?
Katie Weigel with Robert Half is recruiting to fill a couple of different HR Manager roles with companies located in Reno, Nevada. Both positions require 5 days per week in office. In both situations the role is a one person department, in organizations under 100 employees. The roles require HR sophistication, experience and technical expertise, these are not administrative roles.
Key Responsibilities Include:
• Talent Acquisition: Managing the recruitment process, including job postings, candidate screening, interviewing, and hiring decisions. Align staffing forecasts with organizational goals.
• Onboarding and Orientation, Offboarding: Managing new employee onboarding program to introduce company culture and policies, benefits enrollment, training coordination, etc. Exit interviews, feedback, etc.
• Performance Management: Overseeing performance reviews, setting employee goals, and providing feedback to improve performance. Facilitation of employee certificate and educational programs.
• Employee Relations: Addressing employee concerns, resolving conflicts, and investigating complaints related to harassment or discrimination.
• Compensation and Benefits: Administering employee benefits plans, including health insurance, retirement plans, and paid time off. Conduct wage analysis to ensure competitive and equitable compensation.
• Training and Development: Identifying training needs, designing and delivering training programs to develop employee skills. Provide coaching and mentorship to supervisors and managers.
• Policy Development: Managing and updating employee handbooks, policies, and procedures to ensure compliance with labor laws. Proactively address regulatory changes.
• Compliance Management: Staying updated on employment laws and ensuring the company adheres to legal requirements for multiple states
• Succession Planning: Identifying and developing future leaders within the organization.
• Employee Engagement: Implementing initiatives to promote employee morale, satisfaction, and retention.
• Strategic Partner: Align HR strategies with company objectives.
To be considered for these roles candidates should have:
• 10 years of HR experience, with proven leadership in HR management or bachelor’s degree and 5 years equivalent HR experience. Prior experience as an HR Manager is required.
• Ability to analyze data and interpret trends
• Exceptional communication, problem-solving and decision-making abilities
• Conflict resolution and mediation skills
• Excellent interpersonal skills with the ability to manage sensitive situations with professionalism and confidentiality.
• Ability to consider big-picture and be resourceful in creating solutions.
Strong technology skills, particularly as it relates to HRIS and Payroll technology solutions.
Both of these companies offer competitive compensation and benefits packages. And in both situations, the roles are open due to long term employees retiring.
Interested in hearing more? Please apply today!• Minimum of 7 years of experience in a Human Resources role
• Proficiency in managing Benefit Functions
• Exceptional communication skills, both written and verbal
• Demonstrated experience in ensuring Compliance with HR regulations
• Proven ability to manage Employee Relations effectively
• Experience in developing and implementing Hiring Processes
• Skilled in coordinating Onboarding activities for new hires
• Ability to handle Employee Conflicts and resolve them efficiently
• Track record of driving Employee Engagement initiatives
• Experience in Employee Performance Management
• Capability to conduct Employee Relations Investigations
• Proficient in delivering Employee Training programs
• Knowledge of Employment Law, specifically relating to employees
• Experience in conducting New Employee Orientation sessions
• Responsibility for maintaining and updating the Employee Handbook as necessary
Key Responsibilities Include:
• Talent Acquisition: Managing the recruitment process, including job postings, candidate screening, interviewing, and hiring decisions. Align staffing forecasts with organizational goals.
• Onboarding and Orientation, Offboarding: Managing new employee onboarding program to introduce company culture and policies, benefits enrollment, training coordination, etc. Exit interviews, feedback, etc.
• Performance Management: Overseeing performance reviews, setting employee goals, and providing feedback to improve performance. Facilitation of employee certificate and educational programs.
• Employee Relations: Addressing employee concerns, resolving conflicts, and investigating complaints related to harassment or discrimination.
• Compensation and Benefits: Administering employee benefits plans, including health insurance, retirement plans, and paid time off. Conduct wage analysis to ensure competitive and equitable compensation.
• Training and Development: Identifying training needs, designing and delivering training programs to develop employee skills. Provide coaching and mentorship to supervisors and managers.
• Policy Development: Managing and updating employee handbooks, policies, and procedures to ensure compliance with labor laws. Proactively address regulatory changes.
• Compliance Management: Staying updated on employment laws and ensuring the company adheres to legal requirements for multiple states
• Succession Planning: Identifying and developing future leaders within the organization.
• Employee Engagement: Implementing initiatives to promote employee morale, satisfaction, and retention.
• Strategic Partner: Align HR strategies with company objectives.
To be considered for these roles candidates should have:
• 10 years of HR experience, with proven leadership in HR management or bachelor’s degree and 5 years equivalent HR experience. Prior experience as an HR Manager is required.
• Ability to analyze data and interpret trends
• Exceptional communication, problem-solving and decision-making abilities
• Conflict resolution and mediation skills
• Excellent interpersonal skills with the ability to manage sensitive situations with professionalism and confidentiality.
• Ability to consider big-picture and be resourceful in creating solutions.
Strong technology skills, particularly as it relates to HRIS and Payroll technology solutions.
Both of these companies offer competitive compensation and benefits packages. And in both situations, the roles are open due to long term employees retiring.
Interested in hearing more? Please apply today!• Minimum of 7 years of experience in a Human Resources role
• Proficiency in managing Benefit Functions
• Exceptional communication skills, both written and verbal
• Demonstrated experience in ensuring Compliance with HR regulations
• Proven ability to manage Employee Relations effectively
• Experience in developing and implementing Hiring Processes
• Skilled in coordinating Onboarding activities for new hires
• Ability to handle Employee Conflicts and resolve them efficiently
• Track record of driving Employee Engagement initiatives
• Experience in Employee Performance Management
• Capability to conduct Employee Relations Investigations
• Proficient in delivering Employee Training programs
• Knowledge of Employment Law, specifically relating to employees
• Experience in conducting New Employee Orientation sessions
• Responsibility for maintaining and updating the Employee Handbook as necessary
Salary : $90,000 - $110,000
