HR Manager

ESSENTIAL FUNCTIONS

Responsible for the daily administration of HR services, including but not limited to recruitment and selection, promotions, transfers, leave of absence/FMLA management, job classification, performance management, ADA accommodations, and employee relations.

• Ensures compliance with all federal, state and local employment laws.
• Supervise and provide direction to HR staff engaged in supporting HR activities. Review staff performance and provide development opportunities.
• Monitors performance evaluation program through coaching to supervisors and managers and provides recommendations for revisions as necessary.
• Develops, recommends and implements personnel policies and procedures. Partners with employees and management to communicate various Human Resources policies, procedures, laws, standards and government regulations.
• Responds to employee relation issues such as employee complaints, harassment allegations, and civil rights complaints. Coordinates investigations as appropriate to resolve issues.
• Facilitates and/or provides training (including new hire orientation) to the workforce.
• Maintains and coordinates employee recognition programs.
• Screen employment applications and supports Hiring Managers during the interview and selection process. Develop, recommend and implement recruitment strategies based on industry best practices.
• Oversees and administers the company’s new hire onboarding program.
• Respond to government regulatory agency charges as appropriate to include the EEOC, DOL, and NLRB.
• Manages the Company’s Affirmative Action Program and provides support to outside vendor for required filings.
• Respond to unemployment claims and participate in unemployment hearings.
• Develop annual HR department goals and initiatives.
• Prepare annual HR budget.
• Analyze HR related data and reports and provide recommendations to senior management.
• Accountable for improving HR’s value to the business through strategic support to management, such as the Director of Product Support for each location.

QUALIFICATIONS/KNOWLEDGE/SKILL/ABILITY

Minimum of a Bachelor's degree in Human Resource Management or related field.

• HRCI or SHRM certification or the ability to obtain certification within 12 months of employment.
• Minimum of 5 years’ experience and responsibility in the Human Resources field, two of which holding a supervisory position directing a multi-functional HR staff.
• Must have the ability to objectively coach employees and management through complex, difficult, and emotional issues.
• Must have the ability to research and analyze different types of information.
• Must have the ability to make recommendations to effectively resolve problems or issues, by using judgment that is consistent with standards, practices, policies, procedures, regulation or government law.
• Must have the ability to build and maintain positive relationships internally and externally.
• Must have excellent written and verbal communications skills.
• Must have the ability to prepare written reports and correspondences, and presentations to leadership as required.
• Strong working knowledge of Microsoft Office products.
• Strong organizational skills.
• Must have working knowledge of federal employment law, including FLSA, Title VII, FMLA, ADA, EEO.

PREFERRED

• Experience using a HRIS a plus.

PHYSICAL/ENVIRONMENTAL REQUIREMENTS

Operate basic office equipment such as; computer terminal, copy machines, ten key calculator and the telephone.

• Office environment requiring professional dress and appearance.
• Sit for 4-8 hours.
• Walk/Stand for 0-4 hours.
• Occasionally lift up to 50 pounds.
• Use hands for fine manipulation.
• Some travel by automobile and air required, with occasional overnight stay.
• Operate a company vehicle requiring a valid driver’s license (driving record must meet company insurance standards and is reviewed annually).

Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Job Type: Full-time