Hiring: Human Resources Manager

POSITION SCOPE

The Human Resource Manager plays a pivotal role by providing day-to-day HR support to management and associates in all aspects of the organization’s HR function. They collaborate with the CHRO and HR/HR adjacent team members to plan, develop, organize, implement, communicate, and manage HR policies, programs, and procedures that align with business goals. They leverage HRIS technology to provide critical data management, efficiencies, and a better associate experience.

This role is responsible for end-to-end recruiting process and manages all stages of the associate lifecycle. Incumbent is responsible for influencing others through leadership skills, interpersonal skills, HR expertise, continual assessment and evaluation, and other forms of feedback. They play a critical role in shaping company culture, managing associate relations, and ensuring compliance with labor laws and regulations.

ESSENTIAL RESPONSIBILITIES.

  • Contribute to the development and implementation of HR programs, policies, and procedures to support organizational culture and business needs and recommend change, as necessary.
  • Establish HR as a credible and trustworthy source, leading by example, inspiring trust, and maintaining confidentiality as required.
  • Serve as the HR subject matter expert to managers and associates.
  • Foster a positive, diverse, inclusive culture, promoting associate engagement activities, seeking ways to enhance associate satisfaction, providing education, communications, and initiatives, and supporting DEI&B efforts.
  • Ensure compliance with legal requirements surrounding OSHA, EEO, ADA, FLSA, FMLA, and all other HR guidelines set forth by federal, state, local governments, and the company. Keep abreast of industry trends and employment legislation.
  • Manage HRIS, ensure accuracy of associate records, maximize utilization for efficiency, and ensure data privacy and security.
  • Conduct market comp analysis for positions, assist with compensation strategy, salary structures, and the annual merit process.
  • Assist management in developing job descriptions and ensure existing job descriptions are updated, including classification of positions.
  • Administer performance management process, including evaluations, goal setting, feedback sessions, and career development. Supports management team by assisting them in fulfilling their responsibilities in areas of performance reviews, performance management and improvement, and any other form of associate feedback.
  • Partner with management to determine talent development needs such as training, mentoring, or other additional resources.
  • Manage the end-to-end recruitment and selection process including working with hiring managers to define roles and responsibilities, postings, screening, interviews, communication processes with candidates and management, and applicant tracking. Utilize advertising, referral program, networking, and other tools to attract highly qualified candidates.
  • Respond promptly to associate concerns, issues, or questions. Manage associate relations and address conflicts to promote a healthy work environment. Conduct investigations when necessary and provide guidance on policies, procedure, and problem resolution.
  • Apply experience and judgement to provide candid, unbiased coaching and counseling to improve individual and team performance and enhance people leader effectiveness.
  • Assist associates with benefit-related questions and leave policies and direct them to appropriate resources.
  • Coordinate training programs, workshops, and skill-building initiatives as needed to foster associate growth and development.
  • Work directly with managers and senior leadership to create and update career ladders.
  • Assist with the development and implementation of recognition and rewards programs.
  • Manage internship and apprenticeship programs.
  • Other duties as required.

ESSENTIAL SKILLS

  • Ability to use discretion and maintain confidentiality with sensitive data, information, and situations, and demonstrate commitment to ethical conduct and fairness in HR practices.
  • Strong conflict resolution with skillful handling of associate disputes and grievances.
  • Demonstrates good judgment when faced with difficult situations. Ability to make sound and timely decisions, taking into account all relevant information.
  • Ability to analyze complex situations, identify root causes, problem solve, and propose practical solutions.
  • Understands associate needs and concerns, demonstrating empathy and emotional intelligence in interactions to foster a positive work environment.
  • Ability to apply knowledge of federal and state laws and regulations pertaining to employment, as well as fulfill compliance requirements for the company.
  • Bring attention to detail to all activities, documentation, and compliance-related tasks.
  • Remain current on best practices around human resources strategies and procedures.
  • Extensive talent acquisition and recruitment skills, including identifying management’s needs and position requirements, screening, scheduling, interviewing, ability to capably utilize posting and tracking systems.
  • Proficiency with HRIS, ability to maximize system capabilities and efficiency.
  • Strong interpersonal, verbal, and written communication skills, with the ability to communicate clearly and effectively.
  • Excellent facilitation and presentation skills.
  • Proven experience developing and implementing effective training programs for associates and management at different levels for various business needs.
  • Ability to interact with all levels of personnel to build strong relationships and networks. Must be personable and approachable.
  • Collaborative and cooperative work style, a team player.
  • Initiative-taker, action oriented, ability to execute tasks independently.
  • Must be highly organized and manage time effectively, with the ability to coordinate and prioritize multiple responsibilities and deadlines efficiently.
  • Ability to meet challenges and overcome adversity while maintaining high standards of quality.
  • Flexible, adaptable approach to implementing initiatives, working with different leaders, and servicing associates. Demonstrates the ability to accept change positively and inspires the same in others.

PREFERRED MINIMUM QUALIFICATIONS

  • Bachelor’s degree in Human Resources, Business Administration, or related field preferred; equivalent work experience acceptable in lieu of degree.
  • Minimum of 6 years professional human resources experience, including talent acquisition, with at least 2 years in a managerial capacity.
  • PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.
  • Strong proficiency with Human Resource Information Systems (HRIS); experience with UKG a plus.
  • Proficient in Microsoft Office suite.

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