Human Resources Manager
- Operational Leadership: Manages core HR functions, ensuring project and department milestones are met in adherence to approved budgets.
- Talent Management: Administers full-cycle talent acquisition and onboarding processes to ensure the right talent is brought into the organization.
- Total Rewards & Payroll Partnership: Manages pay and benefits programs; partners with the Payroll Administrator to ensure all data is accurate and compliant for timely employee pay.
- Compliance & Records: Maintains updated employee records (pay, benefits, performance, safety) and ensures all reporting complies with federal and local employment laws.
- Employee Relations: Leads employee investigations, disciplinary efforts, and terminations by partnering with and guiding people managers in best practices and ensuring sensitivity to confidential matters; develops and delivers internal staff communications.
- Policy & Program Development: Develops and implements HR policies and programs that support health and safety, diversity, and organizational effectiveness.
- Growth & Development: Develops employee training programs and collaborates with leadership on special projects; may manage subordinate staff as the department grows.
- Vendor Management: Evaluates, selects, and manages ongoing relationships with third-party vendors to provide supplemental HR services to include PEO and EOR partner organizations.
- Bachelor’s degree in Human Resources, Business Administration or commensurate education and professional experience.
- 3 to 5 years of experience in Human Resources
- Proficiency with HR and Microsoft software programs
- Extensive knowledge of HR functional processes
- Exceptional interpersonal, communication, and analytical skills; strong working knowledge of a broad range of HR practices.
- Experience with fully remote or hybrid interstate teams preferred
- Familiarity with Korn Ferry Competencies and its applications for recruitment preferred
- Ability to travel up to 10%
- Communicates Effectively:
- Definition: Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.
- Why it fits: The HR Manager must translate complex HR policies and benefit information into clear, actionable language for diverse employee groups and management teams.
- Interpersonal Savvy:
- Definition: Relating openly and comfortably with diverse groups of people.
- Why it fits: Essential for building the rapport and trust needed to handle sensitive employee investigations and maintain strong relationships with vendors.
- Ensures Accountability:
- Definition: Holding self and others accountable to meet commitments.
- Why it fits: Core to maintaining updated records and ensuring all department milestones and budgetary goals are strictly met.
- Attracts Top Talent:
- Definition: Attracting and selecting the best talent to meet current and future business needs.
- Why it fits: The HR Manager directly administers talent acquisition and onboarding, serving as the gatekeeper for organizational quality.
- Drives Engagement:
- Definition: Creating a climate where people are motivated to do their best to help the organization achieve its objectives.
- Why it fits: Partners with managing teams to implement programs that support employee productivity and cultural alignment.
- Manages Conflict:
- Definition: Handling conflict situations effectively, with a minimum of noise.
- Why it fits: Central to the manager's responsibility for investigations and discipline, requiring a calm, objective approach to resolution.
- Instills Trust:
- Definition: Gaining the confidence and trust of others through honesty, integrity, and authenticity.
- Why it fits: Critical for handling sensitive employee investigations and maintaining the high level of confidentiality required for personnel records and relations.
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