Human Resources Manager

POSITION OVERVIEW

The Human Resources Manager supports specified business partners in all Human Resource functional areas.  Manages the daily operation of Human Resource activities and works in partnership with HR Business Partner and HR Resource Specialists to ensure results. The HR Manager will partner with his/her client in order to understand business unit('s) strategies, analyze business needs, make recommendations and decisions in partnership with members of the management team and HR team and develops and/or promotes HR initiatives to further the strategic goals of the business. The HR Manager will also lead the Training team.

KEY ACCOUNTABILITIES

Core HR Service Excellence - Manage implementation, administration and operation of functional Human Resources services 

• Provide quality service and results as it pertains to HR core functional knowledge of employee relations, recruitment, performance management, compensation, benefits, and training and development.
• Partner with business groups on all HR activities and strategically enhance processes as opportunities identified.
• Ensure HR alignment with business related initiatives.
• Ensure that issues are handled in consistent manner with limited exposure to the Company.
• Provide effective coaching, counseling and progressive disciplinary strategies on all ER issues, up to and including terminations.
• Develop strategies and tactics to address performance problems and opportunities in the organization.
• Implement corporate policy and process changes.
• Partner with business to develop broad recruitment strategies for hard to fill, seasonal and project based activities.
• Manage HR administration as necessary.
• Develop strategic compensation solutions in partnership with Total Rewards and ensure that compensation is competitive and equitable.
• Oversee disability and leave case management
• Communicate company benefit programs including facilitating roll out of new benefit.
• Monitor and update HR KPI's on a monthly basis (Turnover, absenteeism, training, gender balance)

Program Delivery – collaborate with business on strategic delivery of various programs

• Build alliances with management and establish a valuable consultative role within the organization
• Identify training needs within client groups; evaluate, plan and resource the appropriate training and education activities
• Consults with business unit management on appropriate organization design and business plan.
• Counsel business partners on Human Resource policy, practice, and procedures.
• Serve as corporate liaison to communicate and ensure proper implementation of HR Strategy.
• Analyze business trends and recommend creative solutions.
• Partner with business on job analysis and creation of job descriptions at department or organizational level and resultant compensation impact.
• Partner with business to ensure proper and consistent utilization of Performance Management Program; calibrate annual performance ratings to ensure consistency and alignment with leadership.
• Serve as liaison with all labor relation aspects with labor department and legal team.

Talent Management/Team Development – aligning business objectives to talent strategy

• Have a clear understanding of the competitive landscape.  Monitor and utilize internal/external trends with key metrics, and partner with centers of excellence, and business leaders to reframe challenges and identify solutions to achieve talent and business results as measured by talent, engagement and DEI metrics
• Support holistic bench strength analysis and succession planning processes, in partnership with HRBP to ensure that success metrics are met
• Connect with and know out talent (performance, career pathing, insights, etc.)
• Review and analyze talent analytics and insights with HRBP
• Coach and develop HR staff professional.
• Manage regular review of performance within Performance Management guidelines
• Maximize internal resources, build relationships with and utilize network of HR peers.

Diversity, Equity and Inclusion (DEI) – Ensure integration of DEI within day-to-day practices that cultivate both a diverse and inclusive workforce, in which all individuals have equal access to opportunities and resources.  Coach and develop leadership competency in DEI.

• Inspire a culture of celebration, inclusion, and recognition to drive performance and motivation.
• In partnership with HRBP, encourage appreciation for diversity in all its forms and recommend ways to integrate DEI into talent plans
• Identify ways to leverage diverse candidate slates and diverse interview teams when hiring
• Integrate bias mitigation through all talent activities and by leveraging tools, metrics and providing consistent feedback to the business.

Fiscal Responsibility/Payroll

• Approves expenditures of funds (within plan), formulates budget requirements.
• Manage budget, monitor activities and expenses  
• Manage timely the payment to Laurelton DR partners
• Generate reports related to payroll and other payments received by the employee.
• Review and validate the weekly payroll, and maintain effective controls (including proper approvals) ensuring timely payments employees.     
• Ensures that all that payroll taxes are paid on time
• Ensure reporting KPI to PIISA administration

REQUIRED QUALIFICATIONS

• BA/BS degree or relevant work experience
• Minimum 5-7 years generalist or combined specialist experience in one or more functional areas (e.g., Staffing, Benefits, Compensation)
• Demonstrated proficiency Human Resource functional delivery
• Strong consultative service and management skills
• Strong influence, interpersonal, communication, problem solving, follow-up and creative solutions generation skills.
• Proficient English level
• General business acumen and analytical skills.
• Must be organized, detail oriented, able to work independently and handle multiple priorities simultaneously
• Ability to maintain strict confidentiality
• Strong computer skills with MS Office and HRIS