Human Resources Manager
The Human Resources Manager oversees the overall strategic direction of the Human Resources department, as well as the organizational development, planning, coordination, administration, and evaluation of Human Resources activities and staff for the organization. Experience in the various competencies within Human Resources and ability to thrive in a fast-paced dynamic environment are required. Attention to detail and a thorough understanding of employment law as it relates to Human Resources administration are essential.
Essential Functions: The job description reflects management's assignments of essential functions; it does not prescribe or restrict the tasks that may be assigned
Organizational Development (30%)
- Develops and implements HR programs that support business objectives including competitive compensation and benefits programs, HR policies and guidelines, regulatory compliance programs, organizational development programs, payroll administration and employee record management policies.
- Analyzes statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.
- Plans, organizes, directs, controls, or coordinates the personnel, training, or labor relations activities of the organization.
- Allocates human resources, ensuring appropriate matches between personnel.
- Oversees the evaluation, classification, and rating of occupations and job positions.
- Develops or administers special projects in areas such as pay equity, savings programs, day care, and employee awards.
- Analyzes training needs to design employee development and health and safety programs.
Process Development (20%)
- Plans, directs, supervises, and coordinates work activities of subordinates and staff relating to employment, compensation, benefits, employee relations, and safety and recreation programs and administers those programs.
- Develops and manages the Performance Management program, including design and measurement of the effectiveness of the performance review tools, training of employees, and communicating the process as needed. Includes annual salary planning with management.
- Identifies and facilitates leadership development opportunities.
- Identifies staff vacancies and leads efforts to recruit, interview, and select applicants.
- Develops, administers, and evaluates applicant tests.
- Plans and conducts new employee orientation to foster positive attitude toward organizational objectives.
- Contracts with vendors to provide employee services, such as wellness services, transportation, or relocation service.
Legal and Compliance (20%)
- Provides consultation to management on sensitive employment issues, assists with disciplinary action and terminations as needed.
- Ensures compliance with all employment laws, including EEO, ADA, CFRA/FMLA, and FLSA, and internal company policies.
- Analyzes and modifies compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
- Directs and implements employee engagement and retention programs.
- Represents organization at personnel-related hearings and investigations.
- Investigates and reports on industrial accidents for insurance carriers.
- Studies legislation, arbitration decisions, and industry publications to assess industry trends.
Employee and Management Support (20%)
- Advises senior management regarding employee development plans, career pathing, succession planning, performance issues, employee complaints, employee relations issues, team dynamics and other organizational issues or opportunities.
- Serves as a link between management and employees by handling questions, interpreting and administering policies and helping resolve work-related problems.
- Liaises between departments or other groups to improve function or communication.
- Advises managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommends needed changes.
- Performs difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
- Provides current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits.
- Conducts exit interviews to identify reasons for employee separation.
- Facilitates and directs effective change management plans with leadership teams.
Additional Tasks and Responsibilities (10%)
- Prepares and follows budgets for personnel operations.
- Maintains records and compiles statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
- Represents the organization in external relations.
- Negotiates sales or lease agreements for products or services.
- Skill in using software applications including Microsoft Office Suite and G-Suite products.
- Knowledge of payroll processing and Human Capital Management software.
- Strong attention to detail, innovation ability, and the ability to manage multiple projects and ensure projects are completed on time.
- Ability to think critically to solve problems.
- Ability to take direction and work closely with other team members.
- Ability to work independently and be self-motivated in a fast-paced environment.
Education and Experience
- Bachelor’s degree in Human Resources or a related field of Business.
- Minimum of 5 years of progressive Human Resources experience, including experience supervising Human Resources staff.
- An equivalent combination of education and experience.
- Prolonged periods of sitting at a desk and working on a computer.
McBride Sisters Collection is an equal opportunity employer. All employment decisions are made without regard to race, color, age, gender, gender identity, sexual orientation, religion, marital status, pregnancy, national origin/ancestry, citizenship, physical/mental disabilities, military status, veteran status, genetic information, or any other basis prohibited by law.
If the above sounds like you, send an email to email@example.com with subject line: Human Resources Manager -‘your full name here’. No need for fancy cover letters. Just include your resume, any social links (LinkedIn, FB, IG) and why you think you’re the best fit for this role in your email. Thank you!