Human Resources Manager

Job highlights
Identified by Google from the original job post
Qualifications
Demonstrated ability to walk the line between protecting the interests and goals of the company and representing the staff fairly while protecting their rights and interests
Superior written, verbal, and interpersonal communication skills; ability to convey information and ideas effectively so that others understand
Ability to proactively seek out, interpret, and evaluate processes, policies, and engineered controls (systems and tools) for the purposes continuous improvement
Project management/project coordination
Aptitude for innovation; ability to develop new and original ideas that foster efficiency
Self-directed; takes direction and converts it to plans and coordinates execution
Ability to delegate
Leadership
Uses logic and reasoning to identify strengths and weaknesses of alternative solutions, conclusions, or approaches to problems
Problem analysis and resolution skills
Ability to maintain a high level of professionalism, confidentiality, and objectivity
Highly effective teamwork and interpersonal skills
Previous work experience in a business setting, preferably manufacturing industry
Previous experience managing projects and programs with measurable milestones
Previous experience generating performance reports for a department (KPIs, metrics, program updates)
Previous experience developing and leading a change management program
Previous experience coordinating multiple people to achieve a common goal; and with measuring and evaluating the success
Previous experience delivering performance feedback (5+ years)
Previous experience conducting or coordinating internal compliance audits for compliance (associated with Human Resources functions)
Previous experience developing and managing metrics/KPIs
Previous experience managing/processing employee complaint protocol, internal investigation, or other self-regulating process for the purposes of compliance
Previous experience upgrading/migrating to new enterprise software or HRIS platform
Previous experience maintaining internal documentation such as procedures, policies, and processes
Daily computer use is required, and sitting, standing, and walking are parts of the daily demands
Occasional lifting, pushing, or pulling of up to 20 pounds is necessary
This position may require flexibility in work hours, vacation, and other schedule in order to successfully support both Executive and subordinate needs
Benefits
Maintain the salary plan and salary ranges; ensure competitiveness goals are met and that compliance with transparency and wages laws are maintained
Coordinate the benefits package development and review activities to ensure we are offering a competitive and desirable package for our employees
Responsibilities
The Human Resources Manager is responsible for the daily operations of the Human Resources department functions
The HR Manager directly manages the HR department personnel to ensure they are meeting performance expectations, accomplishing department initiatives, and that the company is in compliance with company policy and all applicable regulatory provisions
The HR Manager is responsible for delegating and coordinating HR department tasks and working across departments to ensure seamless processes between functional teams that HR personnel are a part of
The HR Manager reports directly to the COO, providing reports and metrics for the purposes of strategic planning and leadership accountability
In addition to the following essential functions (organized by major HR function), the HR Manager…
Fosters a collaborative environment across departments
Acts in accordance with company culture and values; leads by example
Maintains professional and technical knowledge by participating in activities such as: attending educational workshops, obtaining certification(s), participating in company organized events, reviewing professional publications, establishing networks, and participating in professional societies
Advising executive leadership on matters of significance related to Human Resources management; provides reports to leadership related to program progress, performance, and other quality metrics as defined by the COO
Performs special projects as assigned by the COO
Provides coaching, guidance, and general support to ensure HR personnel are trained, competent, confident, and effective in their roles
Provides performance management in the form of expectations, goals, feedback, and reviews
Provides direction and guidance in the form of task load balancing, prioritization, and organized planning
Establishes and manages quality assurance measures such as audits, shadowing, event reviews and other forms of oversight to ensure HR personnel are following policies and procedures and are maintaining compliance
Compliance and Reporting
Understanding and ensuring compliance and employee awareness of rights and regulations under FMLA and other such policies
Conducting audits on compliance areas
Overseeing and reviewing generation and submission of all regulatory- or otherwise compliance-driven reports such as ACA, EEOC, etc
Understanding and remaining engaged in changes in federal and applicable state labor and payroll regulations; and incorporating those changes into day-to-day operations
Maintaining HR department policies and procedures documentation on an as needed and audit-driven basis
Investigating employee complaints related to harassment or discrimination
Overseeing and approving recruitment strategies and ads/messaging developed with/by the Recruiting Specialist; working with the Recruiting Specialist to revise/evolve recruitment capabilities and tactics to ensure we remain ahead of trends/relevant to attract top talent
Managing the staffing plan and overseeing the execution of the plan; working with the COO and Business Operations Specialist to develop a staffing plan that aligns with strategic goals
Tracking and managing hiring milestones and quality control measures to ensure hiring goals are met such as time to close and quality of hire
Overseeing and reviewing hiring practices to ensure compliance with company policy and all applicable regulatory requirements; working with the Recruiting Specialist to revise/evolve to remain ahead of regulatory changes
Oversee and manage the employee retention program to meet program goals (such as new hires see their 1-year anniversary)
Authorize (or otherwise) approve (or not) all separation decisions and oversee related documentation to ensure the company’s interests are protected and that compliance and mutual respect are maintained
Execute separations, or delegate appropriately
Authorize (or otherwise) approve (or not) all hiring decisions and oversee related documentation to ensure the company’s interests are protected and that compliance and a positive candidate experience are maintained
Authorize (or otherwise) approve (or not) all staffing changes such as promotions or role changes and oversee related documentation to ensure the company’s interests are protected, that compliance is maintained, and change management measures are in place
Oversee execution of the annual open enrollment activities
Oversee execution of ongoing benefits education and company EAP training, support, and awareness
Serve as the officer of HR for the purposes of escalations from other HR personnel or directly from employees/managers, serving as an objective and confidential party for claims, complaints, and disciplinary actions
Develop and oversee implementation of programming that aligns with strategic goals/vision, company culture, and company mission; working with the COO to identify and define the initiatives and related KPIs and to secure the support required to be successful
Ensure that the HR department meets its mission
Visits to worksites will require the use of personal protective equipment, and there will be exposure to loud noise levels
This position requires sitting or standing for extended periods in front of a computer or projection screens and the extended use of their voice
Occasional travel is required
Job description
Job Summary

The Human Resources Manager is responsible for the daily operations of the Human Resources department functions. The HR Manager directly manages the HR department personnel to ensure they are meeting performance expectations, accomplishing department initiatives, and that the company is in compliance with company policy and all applicable regulatory provisions. The HR Manager is responsible for delegating and coordinating HR department tasks and working across departments to ensure seamless processes between functional teams that HR personnel are a part of. The HR Manager reports directly to the COO, providing reports and metrics for the purposes of strategic planning and leadership accountability.

Essential Functions

In addition to the following essential functions (organized by major HR function), the HR Manager…
• Fosters a collaborative environment across departments.
• Acts in accordance with company culture and values; leads by example
• Maintains professional and technical knowledge by participating in activities such as: attending educational workshops, obtaining certification(s), participating in company organized events, reviewing professional publications, establishing networks, and participating in professional societies.
• Advising executive leadership on matters of significance related to Human Resources management; provides reports to leadership related to program progress, performance, and other quality metrics as defined by the COO
• Performs special projects as assigned by the COO

Personnel Management (HR personnel)
• Provides coaching, guidance, and general support to ensure HR personnel are trained, competent, confident, and effective in their roles
• Provides performance management in the form of expectations, goals, feedback, and reviews
• Provides direction and guidance in the form of task load balancing, prioritization, and organized planning
• Establishes and manages quality assurance measures such as audits, shadowing, event reviews and other forms of oversight to ensure HR personnel are following policies and procedures and are maintaining compliance

Compliance and Reporting
• Understanding and ensuring compliance and employee awareness of rights and regulations under FMLA and other such policies
• Conducting audits on compliance areas
• Overseeing and reviewing generation and submission of all regulatory- or otherwise compliance-driven reports such as ACA, EEOC, etc.
• Understanding and remaining engaged in changes in federal and applicable state labor and payroll regulations; and incorporating those changes into day-to-day operations
• Maintaining HR department policies and procedures documentation on an as needed and audit-driven basis
• Investigating employee complaints related to harassment or discrimination

Staffing
• Overseeing and approving recruitment strategies and ads/messaging developed with/by the Recruiting Specialist; working with the Recruiting Specialist to revise/evolve recruitment capabilities and tactics to ensure we remain ahead of trends/relevant to attract top talent
• Managing the staffing plan and overseeing the execution of the plan; working with the COO and Business Operations Specialist to develop a staffing plan that aligns with strategic goals
• Tracking and managing hiring milestones and quality control measures to ensure hiring goals are met such as time to close and quality of hire
• Overseeing and reviewing hiring practices to ensure compliance with company policy and all applicable regulatory requirements; working with the Recruiting Specialist to revise/evolve to remain ahead of regulatory changes
• Oversee and manage the employee retention program to meet program goals (such as new hires see their 1-year anniversary)
• Authorize (or otherwise) approve (or not) all separation decisions and oversee related documentation to ensure the company’s interests are protected and that compliance and mutual respect are maintained
• Execute separations, or delegate appropriately
• Authorize (or otherwise) approve (or not) all hiring decisions and oversee related documentation to ensure the company’s interests are protected and that compliance and a positive candidate experience are maintained
• Authorize (or otherwise) approve (or not) all staffing changes such as promotions or role changes and oversee related documentation to ensure the company’s interests are protected, that compliance is maintained, and change management measures are in place

Compensation and Benefits
• Maintain the salary plan and salary ranges; ensure competitiveness goals are met and that compliance with transparency and wages laws are maintained
• Coordinate the benefits package development and review activities to ensure we are offering a competitive and desirable package for our employees
• Oversee execution of the annual open enrollment activities
• Oversee execution of ongoing benefits education and company EAP training, support, and awareness

Employee Experience
• Serve as the officer of HR for the purposes of escalations from other HR personnel or directly from employees/managers, serving as an objective and confidential party for claims, complaints, and disciplinary actions
• Develop and oversee implementation of programming that aligns with strategic goals/vision, company culture, and company mission; working with the COO to identify and define the initiatives and related KPIs and to secure the support required to be successful
• Ensure that the HR department meets its mission

Knowledge, Skills, & Abilities
• Demonstrated ability to walk the line between protecting the interests and goals of the company and representing the staff fairly while protecting their rights and interests.
• Superior written, verbal, and interpersonal communication skills; ability to convey information and ideas effectively so that others understand
• Ability to proactively seek out, interpret, and evaluate processes, policies, and engineered controls (systems and tools) for the purposes continuous improvement
• Project management/project coordination
• Aptitude for innovation; ability to develop new and original ideas that foster efficiency.
• Self-directed; takes direction and converts it to plans and coordinates execution
• Ability to delegate
• Leadership
• Uses logic and reasoning to identify strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
• Problem analysis and resolution skills
• Ability to maintain a high level of professionalism, confidentiality, and objectivity
• Highly effective teamwork and interpersonal skills

Training, Education, & Experience
• Associate or bachelor’s degree in any field preferred (or comparable, hands-on/real world experience)
• Previous work experience in a business setting, preferably manufacturing industry
• Previous experience managing projects and programs with measurable milestones
• Previous experience generating performance reports for a department (KPIs, metrics, program updates)
• Previous experience developing and leading a change management program
• Previous experience coordinating multiple people to achieve a common goal; and with measuring and evaluating the success
• Previous experience delivering performance feedback (5+ years)
• Previous experience conducting or coordinating internal compliance audits for compliance (associated with Human Resources functions)
• Previous experience developing and managing metrics/KPIs
• Previous work experience in Human Resources required (5+ years preferred)
• Professional Human Resources certification preferred
• Previous experience as a people manager or comparable experience managing a Human Resources department of one (4+ years preferred)
• Previous experience managing/processing employee complaint protocol, internal investigation, or other self-regulating process for the purposes of compliance
• Previous experience upgrading/migrating to new enterprise software or HRIS platform
• Previous experience maintaining internal documentation such as procedures, policies, and processes

Physical Demands & Work Environment
• General office conditions
• Visits to worksites will require the use of personal protective equipment, and there will be exposure to loud noise levels
• This position requires sitting or standing for extended periods in front of a computer or projection screens and the extended use of their voice.
• Daily computer use is required, and sitting, standing, and walking are parts of the daily demands. Occasional lifting, pushing, or pulling of up to 20 pounds is necessary.
• This position may require flexibility in work hours, vacation, and other schedule in order to successfully support both Executive and subordinate needs.
• Occasional travel is required. Telephone communication is an essential part of the job expectations.