The primary role of the Scheduling Manager is to manage the scheduling, and staffing plan requirements at Kittitas Interactive Management (KIM). This includes employee relations, staffing, scheduling, and ensuring compliance with EEO, ADA, FMLA, OSHA, and other governmental regulations. Another aspect is to provide assistance to the HR team in establishing overall human resource objectives, policies, and plans.
Essential Duties and Responsibilities
Manage a staff scheduling process that is beneficial to both employees and management.
Oversee training and communications around staff scheduling, this includes any emergent situations that might happen.
Build employment branding to define the company’s image, culture and reputation.
Produces a positive candidate experience by managing and maintaining relationships for all candidates.
Manage the maintenance and communication of records required by regulation or local governing bodies, or other departments in the organization including but not limited to personnel policies, employment applications, job descriptions, and other compliance requirements.
Manage the distribution of Human Resources information and processes to employees and managers. Write communications advising managers and executive leadership of KIM’s policies regarding employment, recruitment, and onboarding, as well as KIM’s responsibility under federal, state, and local regulations relating to employment and employment practices.
Manage workflow improvements within the agency to provide responsive and efficient service to KIM’s employees.
Maintain ongoing communication with VP, HR & QI, providing regular input and informing him/her of ideas and suggestions.
Maintain a high degree of confidentiality when dealing with applicant and employee matters relative to the human resources function. Treat employee information carefully and confidentially maintaining privacy and security at all times. Be honest with all KIM parties, providing them clear, complete, and factual information.
Actively listen and appropriately respond to applicant, and employee requests, concerns, and suggestions. Respond promptly and considerately to the needs of internal staff.
Represent KIM in a courteous and professional manner in attitude and appearance. Behave ethically at work and outside your work environment. Use professional demeanor in oral and written communications with all internal and external customers.
Communicate and reinforce organizational culture and values.
Maintain all employee records including personnel and confidential files, ensuring that files are kept compliant within all legal and policy requirements.
Ensure proper documentation is retained for updates to personnel files for all employees as changes occur.
Subject matter expert for the KIM NOVAtime program with emphasis on staffing schedules.
Manage multiple projects, meet deadlines and adjust to changes in company policies, procedures and priorities.
Develop educational and training materials.
Contribute to the preparation of annual program descriptions and evaluations.
Work collaboratively and promote positive relations with delegates, vendors, external stakeholders, and other departments and committees as assigned.
Performs other duties as assigned.
Education and Experience
Bachelor Degree desired, but not required.
Minimum 2-3 years of HR experience.
Ability to work with minimal supervision.
Excellent written and verbal communication skills.
Capability to adapt to a fast-changing environment.
Exercises time management skills to manage multiple high priority projects.
Ability to gain the trust and confidence of the executive and management team.
Certificates, Licenses and Registrations
Knowledge, Skills and Abilities
Language Skills: Excellent reading comprehension and written communication skills required. For example: ability to read, analyze, and interpret documents, reports, technical specifications, governmental regulations, and correspondence. Ability to apply proper grammar, spelling, punctuation, and format to communications. Ability to present information in one-on-one, small group, and large group situations to management and staff.
Mathematical Skills: Ability to work with basic mathematical concepts, and ability to draw and interpret graphs.
Reasoning Ability: Ability to solve a wide range of practical problems and deal with a variety of concrete and complex variables; ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form; and ability to deal with multiple variables.
Computer Skills: Ability to operate related computer applications (i.e. word processing and spreadsheet applications), and business equipment including personal computer, copy machine, fax machine, and telephone.
Talking: Able to convey detailed or important instructions or ideas accurately, loudly, or quickly.
Average Hearing: Able to hear average or normal conversations and receive ordinary information.
Finger Dexterity: Using primarily just the fingers to make small movements such as typing, picking up small objects, or pinching fingers together.
Repetitive Motion: Movements frequently and regularly required using the wrists, hands, and/or fingers.
Average Visual Abilities: Average, ordinary visual acuity necessary to prepare or inspect documents or products, or operate machinery.
Physical Strength: Frequently required to sit, stand, and walk and occasionally required to stoop, kneel, crouch, or crawl. Occasionally required to lift and/or move up to 20 lbs.
Your Work Place
Internally, work is normally performed in a climate controlled office environment, where exposure to conditions of extreme heat/cold, poor ventilation, and fumes are very limited. Noise level is moderate and may include sounds of normal office equipment (computers, telephones, etc.). No known environmental hazards are encountered in the normal performance of job duties.
Intent and Function of Job Descriptions
Job descriptions assist organizations in ensuring that the hiring process is fairly administered and that qualified employees are selected. They are also essential to an effective appraisal system and related promotion, transfer, layoff, and termination decisions. Well-constructed job descriptions are an integral part of any effective compensation system. All descriptions have been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to each position, have been excluded. Requirements, skills, and abilities included have been determined to be the minimal standards required to successfully perform the positions. In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all-inclusive. Additional functions and requirements may be assigned by management as deemed appropriate.
In accordance with the Americans with Disabilities Act, it is possible that requirements may be modified to reasonably accommodate disabled individuals. However, no accommodations will be made which may pose serious health or safety risks to the employee or others or which impose undue hardships on the organization.
Job descriptions are not intended as and do not create employment contracts. The organization maintains its status as an at-will employer. Employees can be terminated for any reason not prohibited by law.