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Human Resources Manager

Created Date: November 2021
Development Portfolio Management – Operations
Leadership: Mid-Level Leadership

Overview

Human Resources Manager duties include overseeing the recruitment process, designing company policies, and setting objectives for the Company. He or she will also help shape our employer brand strategy. To be successful in this role, you should be familiar with HR technology, including payroll systems and Applicant Tracking Systems.

The Human Resources Manager is responsible for employment policies and procedures, overseeing payroll and recognition programs as well as managing workplace safety initiatives. Along with administering employee benefit programs, this role involves finding, screening, recruiting, retaining qualified applicants, enforcing company policies and practices, and developing training and development programs for all employees.

Essential Duties

  1. Recruits, interviews, hires, and trains new staff in the department
  2. Oversees the daily workflow of the department
  3. Provides constructive and timely performance evaluations
  4. Handles discipline and termination of employees in accordance with company policy
  5. Design and implement company policies that promote a healthy work environment
  6. Develop compensation and benefits plans
  7. Support and suggest improvements to the entire recruitment process
  8. Host in-house recruitment events
  9. Discuss employees’ career development paths with personnel
  10. Monitor HR metrics (e.g., turnover rates and cost-per-hire)
  11. Review departmental budgets
  12. Organize learning and development programs
  13. Ensure HR staff addresses employees’ requests and grievances in a timely manner
  14. Maintain HR procedures that comply with labor regulations

Responsibilities / Details

  1. Partners with the leadership team to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
  2. Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
  3. Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
  4. Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
  5. Creates learning and development programs and initiatives that provide internal development opportunities for employees.
  6. Oversees employee disciplinary meetings, terminations, and investigations.
  7. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
  8. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
  9. Performs other duties as assigned.

Core Competencies

  • Excellent verbal and written communication skills.
  • Excellent interpersonal, negotiation, and conflict resolution skills.
  • Excellent organizational skills and attention to detail.
  • Strong analytical and problem-solving skills.
  • Ability to prioritize tasks and to delegate them when appropriate.
  • Ability to act with integrity, professionalism, and confidentiality.
  • Thorough knowledge of employment-related laws and regulations.
  • Proficient with Microsoft Office Suite or related software.
  • Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems.

Educational and Experience Requirements

  • Bachelor’s degree in Human Resources Management, Organizational Psychology, Business Administration, or related field required.
  • A minimum of five years of human resource management experience preferred.
  • SHRM-CP or SHRM-SCP highly desired.