As a Human Resources Manager, you will be responsible for maintaining and enhancing the organization’s human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices.
Responsibilities:
Develops and maintains effective partnerships with operations and resource unit staff to ensure the effective management of local human capital.
Addresses all employee relations complaints, grievances and related matters. Investigates and resolves cases consistently and under company guidelines and employment laws. Advises management of appropriate resolution of employee relations issues. Promotes a professional and respectful culture.
Identifies legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance.
Assists HR Assistant with new employee orientation, personnel status changes, HRIS administration and benefit enrollment.
Coordinates and may facilitate staff training in safety, interviewing, hiring, terminations, promotions, performance review, diversity, safety, and sexual harassment prevention.
Works with HR Assistant to respond to employee and management inquiries regarding policies, procedures, and programs. Ensures standardization and consistency with all company-wide policies.
Consults with and provides direction to operations supervisors and managers in employee performance management, counseling and discipline. Reviews documentation and ensures consistency in practices.
Partners with operations management to administer performance review program to ensure effectiveness, timeliness, compliance, and equity within organization.
Administers salary administration program to ensure compliance and equity within organization.
Administers company’s employee leave of absence and accommodations policies.
Investigates safety accidents and prepares reports for workers compensation insurance carrier.
Works with HR Assistant to prepare employee separation notices and related documentation, and conducts exit interviews to determine reasons behind separations.
Prepares reports and recommends procedures to improve employee retention.
Represents organization at personnel-related hearings and investigations. Must take a hands-on approach and be comfortable communicating with, coaching and developing all levels of management and employees
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