Human Resources Manager

The ideal candidate will support the full scope of Human Resources responsibilities and partner with the organization on strategic initiatives. They will maintain and enhance the organization's human resources by planning, implementing, and evaluating human resources policies, programs, and practices.

Responsibilities

- Develop corporate plans for a variety of HR matters such as compensation, benefits, and health and safety.

- Act to support the human factor in the company by devising strategies for performance evaluation, staffing, training and development etc.

- Oversee all HR initiatives, systems and tactics.

- Report to senior management by analyzing data and using HR metrics.

- Consults with line management, providing HR guidance when appropriate.

- Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings.

- Conducts or acquires background checks and employee eligibility verifications.

- Implements new hire orientation and employee recognition programs.

- Performs routine tasks required to administer and execute human resource programs

including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.

- Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.

- Attends and participates in employee disciplinary meetings, terminations, and investigations. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.

- Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.

- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the legal department as needed/required.

- Provides guidance and input on business unit restructuring, workforce planning and succession planning.

- Develops contract terms for new hires, promotions, and transfers.

- Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).

- Works closely with Executives, management team, and employees to improve work relationships, build morale, and increase productivity and retention.

- Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, and anti-harassment training.

- Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

Qualifications

- Bachelor's degree or relevant experience

- 10+ years' experience in Human Resources

- SHRM Certified Professional (SHRM-CP) or ability to obtain certification within one year of employment.

- Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.

- Excellent interpersonal, negotiation, and conflict resolution skills.

- Excellent time management skills with a proven ability to meet deadlines.

- Ability to prioritize tasks and to delegate them when appropriate.

- Ability to act with integrity, professionalism, and confidentiality.

- Strong recruiting and demonstrated ability to improve talent acquisition strategies.

- Demonstrated expertise training managers and employees.

- Strong organizational, critical thinking and communications skills.

- Attention to detail and good judgement