Human Resources Manager
Under limited general direction, plans and carries out policies and procedures relating to all phases of Human Resources activities within assigned area. Regularly provides guidance and acts as a lead on HR related projects, programs or to other employees who are not subordinates.
ESSENTIAL RESPONSIBILITIES OF HUMAN RESOURCES MANAGER
- Ensures Company’s Recruiting Guidelines are followed. May recruit, interview, and make recommendations for selection of potential employees. Consults with hiring manager regarding new hire compensation package. Networks through industry contacts, association memberships, trade groups, and employees to create a qualified passive candidate pool.
- Provides supervision to human resource team members.
- Works with managers in addressing issues related to employee performance and conduct. Counsels employees and managers to facilitate complaint adjudication.
- Consults with managers in guiding internal investigations in areas such as harassment, discrimination, or workplace violence. Conducts investigations as necessary.
- Consults with local management on various topics such as organizational structure and strategic planning matters (retention, diversity, labor relations, etc.).
- Manages leaves of absences including letters and notifications in compliance with federal, state, and local laws. Works with managers on ADA issues and considerations.
- Understands and ensures compliance with collective bargaining agreements. Attends grievance and arbitration proceedings as necessary.
- Provides oversight of local personnel to ensure compliance with applicable regulations, laws, and Company policies as they relate to Human Resources function. May include conducting self-audits.
- Consults with management to develop job descriptions for new positions. Consults with managers regarding salary adjustment recommendations. Provides guidance as needed to managers in the performance appraisal process. Assists in merit increase determinations and administration.
- Assists managers in assessing employee training and professional development needs. Identifies and obtains resources as applicable.
- Consults with managers prior to involuntary terminations. Represents Company at hearings. Conducts and analyzes exit interviews and recommends changes as appropriate.
- Maintains familiarity with the Company’s Affirmative Action Plan. Monitors the Company’s progress relative to its Affirmative Action Plan. Informs and trains supervisors of Company’s obligations and goals. Ensures adequate records are maintained. Facilitates communication of Plan to appropriate outside parties. Handles compliance audits.
- Prepares special reports and performs analyses, as directed. May perform data entry in HRIS.
Any combination of education and experience that would likely provide the required knowledge, skills and abilities is qualifying. A typical way to qualify is:
Education and Experience
- High school diploma or GED required.
- Bachelor's degreepreferred.
- Experience in speaking and writing in Spanish preferred.
- HR related certification preferred.
- Six years of related human resources and management experience.
- Experience in supporting a diverse workforce.
- Ability to travel to multiple sites.
- Valid driver’s license required.