$100K — $150K *
The Human Resources Manager is responsible for the overall support of all Human Resources functions at a regional level for all Superior Vision associates at a specific location. This position may carry out responsibilities in the following functional areas: employee relations, policy implementation, recruitment/selection, training, coaching/development, performance management, employment law compliance, onboarding/off-boarding and benefits administration.
The goal of this position is to bring local leadership and HR support to the location, building partnerships with managers to assist them with both day-to-day issues and longer-term initiatives. While there is a strategic element to this role, this is also a hands-on position, as a great deal of time will be spent on employee relations and recruitment.
As a member of the corporate HR team this position will lead the implementation of corporate policies and initiatives locally, and may take point on certain HR functions across the entire corporation.
Implement and coordinate Human Resources policies and programs, including but not limited to: compensation, benefits, employee relations, Workers’ Compensation and training and development
Working closely with the Sr. VP of HR in developing and evaluating ongoing HR policies, programs, functions and activities
Act as business partner to leadership team through collaborative approach in coaching and sharing best practices
Maintain full compliance with all state and federal laws and regulations, and ensuring that policies align with the Company's vision
Recommend and implement Human Resources policies and procedures
Provide direct management and mentoring to the HR Generalist and guide their development
Conduct recruitment efforts for exempt and nonexempt staff, and temporary staff to include management of the onboarding process
Monitor our career-pathing program, providing employee relations counseling, conducting outplacement counseling and exit interviewing, and writing and placing advertisements
Assist with the implementation and/or maintenance of HRIS
Evaluate/analyze reports and results of the department to make recommendations in relation to established goals. Recommend new approaches, policies and procedures to contribute to continual improvements in efficiency of the department and services performed
Prepare, generate, and analyze ongoing and ad-hoc special reports pertaining to personnel information and data, including but not limited to issues such as benefit costs, staffing levels, turnover, absenteeism, recruitment, applicant tracking, Affirmative Action/EEO, compensation, promotions, etc.
Maintain and expand knowledge and understanding of existing and proposed federal and state laws/regulations affecting Human Resources management; identify trends that could impact organizational objectives and/or operational resources; and interpret appropriate laws and policies and advise management and associates accordingly
Participate, as appropriate, in the investigation and resolution of ongoing employee relations problems, and anticipate problems whenever possible, and develop, recommend, and initiate appropriate steps for resolution
Monitor the performance review program and support leadership in the development of staff
Manage the administration of training programs to encourage the growth and development of staff
Oversee performance management, corrective action and separation process
Participate in the analysis of the current benefit policies of the organization, including comparison with industry standards, and making recommendations for policy modifications
Manage programs that will foster staff development, as well as assist in striving to achieve the company vision
Perform other related duties as assigned
Education & Experience
Bachelor’s degree in Business related field or Human Resources is preferred; or equivalent combination of education and relevant experience. SPHR/PHR or SHRM Certification is preferred
At least five years of broad HR experience in corporate environments, including demonstrated skills in:
Development and delivery of staff training programs, compensation & benefits
Computer literacy and familiarity with Microsoft Office, databases, and HR related software (knowledge of Ceridian preferred)
Knowledge of employment laws and regulations. Experience in service organizations and/or call center environments is strongly preferred
Valid through: 10/26/2021