HR Manager Job Description

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1 HR Manager Job Description SUMMARY The Human Resources Manager manages Human Resources services, policies, and programs for the entire company. The major areas directed are: recruiting and staffing; organizational planning and development; performance management and improvement systems; employment and compliance to regulatory concerns; employee orientation, development, and training; policy development and documentation; compensation and benefits administration employee safety, welfare, wellness and health; employee relations and counseling. The Human Resources Manager leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a high-performing workforce. The Human Resources Manager manages implementation of services, policies, and programs; reports to the Chief Human Resources Officer and assists and advises company managers and employees about Human Resources related issues. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. The Human Resources Manager may assume other responsibilities as assigned by the Chief Human Resources Officer. Primary Objectives: Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance. Development of a high-performing workforce. Safety of the workforce. Development of the Human Resources function, including process improvement in all core responsibilities, including but not limited to compensation, benefits, performance measurement, and communication. Personal ongoing professional development.

2 Recruiting and Staffing: Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a high-performing workforce. Interviews management- and executive-level candidates. Organization Development: Assist in the design, and manages a company-wide process of organization development that addresses issues such as succession planning, workforce development, organization design, and change management. Provides support and coordination for global employment initiatives. Manages employee communication and feedback through such avenues as company meetings, employee engagement surveys, one-on-one meetings, and Intranet use. Assists in the process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to the Chief Human Resources Officer. Identifies and monitors the organization s culture so that it supports the attainment of the company's strategic goals and promotes employee engagement. Keeps the Chief Human Resources Officer informed of significant issues that jeopardize the achievement of company goals and those that are not being addressed adequately at the line management level. Assist in implementing and integrating a competency based organizational structure. Development and Training: Assist in leading the implementation of the active performance management system that includes performance measurements, Training, and employee development. Assist in defining organizational training programs that strengthen organizational competencies and work with leaders on delivering targeted training opportunities. Provides necessary education and materials to managers and employees. Assist in establishing an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or on-boarding, management development, production crosstraining, the measurement of training impact, and training transfer.

3 Law and Regulatory Compliance: Responsible for company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits. Prepares and organizes information requested or required for compliance with laws. Serves as a contact with the company employment law attorney and outside government agencies. Development of the Human Resources function: Assists in developing and monitoring an annual Human Resources budget. Manages vendors which include consultants, attorneys, and training specialists. Updates all Human Resources policies, programs, and practices to keep management informed of new developments. Collaborate with the Chief Human Resources Officer on establishing departmental measurements that support the accomplishment of the company's strategic goals. Human Resources Information Systems: Manages the selection and implementation of a new Human Resources Information System. Be the primary contact in monitoring and updating Human Resources related data on the company s intranet Compensation: Manages the company wage and salary structure, pay policies, variable pay systems within the company including bonuses and raises. Supports the Chief Human Resources Officer on executive pay matters. Leads competitive market research to establish pay practices. Monitors all pay practices and systems for effectiveness and cost containment. Leads participation in salary surveys as needed. Partners with Accounting and Finance on compensation related matters.

4 Benefits: Monitors national benefits environment. Works with Benefits consultant to recommend benefit adjustments and cost containment. Is deeply familiar with the Affordable Health Act. Leads the development of benefit orientations, open enrollments, and other benefit training. Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention. Employee Relations: Partners with the Chief Human Resources Officer and other leaders to communicate Human Resources policies, procedures, programs and laws. Ensures continuity of programs and processes across all company locations. Recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Conducts investigations when employee complaints or concerns are brought forth. Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data. Assist in conducting Employee engagement surveys at regular intervals. In partnership with the Chief Human Resources Officer, develops and executes plans to address select issues raised by engagement surveys. Provides insight and recommendations on improving company culture for global organization. SUPERVISORY RESPONSIBILITIES: May manage support staff in related duties or provide work leadership and training to employees. QUALIFICATIONS: To perform the Human Resources Manager job successfully, an individual must be able to perform each essential responsibility satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION and/or EXPERIENCE:

5 Minimum of a Bachelor's degree or equivalent in Human Resources, Business, Organization Development. Related Master s degree a plus. Ten plus years of progressive experience in Human Resources positions. Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, and training, preferred. Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement, preferred. Has experience in managing Human Resources functions internationally. LANGUAGE SKILLS: Ability to read, analyze, and interpret common HR discipline journals, financial and budget reports, and legal documents. Ability to respond to common inquiries or complaints from employees, managers, and/or regulatory agencies. Ability to effectively present information to employees, managers, and top management. Must be able to write and converse in English on a level to readily communicate ideas and concepts to management and all personnel. REASONING ABILITY: Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to evaluate inter-personal dynamics, and reach sound decisions. COMPETENCIES: Possesses the following competencies and behaviors: Develops Talent Manages Ambiguity Being Resilient Tech Savvy Decision Quality Action Oriented Resourcefulness Optimizes Work Processes Communicates Effectively Organizational Savvy Customer Focus Plans and Aligns Drives Results Collaborates

6 Values Differences Instills Trust CERTIFICATES, LICENSES, REGISTRATIONS: Current SPHR PHYSICAL DEMANDS: These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the Human Resources Manager job. Reasonable accommodation can be made to enable people with disabilities to perform the described essential functions.

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