Human Resource Manager

Are you a Human Resources leader equally focused on strategy and managing daily HR? Do you want to be a part of a company with impressive growth plans? Do you understand how important the people component is in the future success of a company? If so, consider the Human Resource Manager role with our client, TR Miller.

The Human Resource Manager plans, leads, directs, develops and coordinates the policies, activities of the company, ensuring compliance and implementing the organization’s mission and strategy.

Highlights

• Strategic and tactical role with our successful, growth-oriented company
• Onsite presence in Bolingbrook with occasional travel to our Plainfield and Tinley Park facilities.
• Be a part of all things people!
• Learn more about who we are and our culture at: www.trmillerheatingandcooling.com

How You’ll Contribute

• Implement HR strategies aligned with the business strategy and targeted growth.
• Ensure organizational alignment across the department on HR policies.
• Advise leadership on HR best practices and legal compliance issues.
• Serve as a trusted advisor for resolving employee issues by promoting a positive work environment through effective communication and conflict resolution.
• Manage new and existing system software and implementation, while ensuring the business is current in new technology for staying ahead of the workplace challenges.
• Collaborate with senior leadership to understand the organization's goals and strategy related to staffing, recruiting, and retention.
• Plan, lead, develop, coordinate and implement policies, processes, training, initiatives, and surveys to support the organization's human resource compliance and strategy needs.
• Administer or oversee the administration of human resource programs including, but not limited to: benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
• Conduct research and analysis of organizational trends including review of reports and metrics from the organization's human resource information system (HRIS) or talent management system.
• Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies 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; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
• Handles discipline and termination of employees in accordance with company policy.

Experience and Skills:

About You

• Bachelor’s degree in Human Resources, Business Administration, or related field required.
• Five years of human resource management experience required; SHRM-CP or SHRM-SCP highly preferred.
• Thorough knowledge of employment-related laws and regulations.
• Excellent organizational and communication skills (verbal and in writing); excellent analytical skills.
• Ability to adapt to the needs of the organization.
• Proficiency with Microsoft Office Suite and ability to quickly learn the organization’s HRIS and talent management systems.

**Generous benefits including medical, dental, vision and 401k - with employer match!**

Individual salaries that are offered to a candidate are determined after consideration of numerous factors including internal equity, market data, the candidate’s qualifications- including but not limited to specialty skills, prior relevant industry experience, relevant degrees or certifications (e.g. CPA, JD). The salary range estimate below is inclusive of all departments within the company and offered salaries may vary within the given range between departments. A reasonable estimate of the base salary range for this level is $90,000 through $110,000 annualized, not including other competitive benefits, including discretionary bonus.

EQUAL OPPORTUNITY EMPLOYER
From: Miller Cooper