(MGRH)-Manager-Human Resources

Job Information

Job Title:  Manager-Human Resources  Department: Human Resources

Reporting Relationship:  Asst General Manager-Finance & Administration   FLSA Status:  Exempt 

Grade:  N

General Responsibilities:

Provide overall strategic HR leadership to the company.  Oversee the development and implementation of human resources policies, programs and services, including recruitment, selection, retention, legal  compliance, employee benefits and compensation, pension retirement review, employee relations, employment practices and procedures, organizational development and training performance management, human resources information system, employee communications, and safety and risk management areas/programs.  Lead in the development and implementation of a comprehensive people strategy to support the organization’s strategic goals

Essential Job Functions:

• Plan, develop, organize, implement, direct, and evaluate the organization's human capital management.
• function and performance.
• Provide direction and directives to the department staff in the performance of their duties, establishing work priorities/performance standards, and achieving management initiatives.
• Act as a strategic business partner and advisor to the General Manager, Executive Staff, Management, and all levels of employees throughout the organization.
• Provide leadership in the critical area of recruitment by developing the most creative and cost-effective ways of generating high-quality candidates in the marketplace for the company.
• Responsible for advising management to ensure company compliance with all federal, state, and local laws related to employee benefits, compensation, employment, and training.
• Oversee employee benefit programs, including medical, dental, life, and disability insurance, pension plan, 457 plan, paid time off plans, workers' compensation, etc.
• Work with legal and advise executive management regarding employee terminations.
• Oversee the Learning and Organizational Development area to ensure programs are aligned with business strategy and support career development and succession planning goals.

Essential Job Functions Con't

• Develop a highly effective orientation program that emphasizes the critical importance and value of welcoming and integrating new employees into the corporate culture.
• Administer an effective wage and salary administration program to support business goals.
• Oversee personnel record-keeping related to new hires, employee reviews, promotions, transfers,
• Separations, and exit interviews.
• Oversee the job analysis process to establish the specific requirements of individual jobs within each
• department for the creation and oversight of job descriptions.
• Oversee safety and risk management program in compliance with regulatory standards and business
• needs.
• Develop human resources staff to support career development and succession planning goals.
• Manage departmental budget in an efficient and cost-effective manner.
• Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Ensure all Organizational polices and guidelines are adhered to and administered correctly to include the HR Management Guide, Employee Handbook, reviewing and approving timesheets, expense reports, complying with applicable employment laws, purchasing guidelines, bid law, etc.

Essential Job Functions Con't

• Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.
• Champion, model, and administer a performance-oriented culture by demonstrating strong leadership and people development skills. Seek to develop and monitor key performance measurements and develop / support a work environment that develops, recognizes, holds accountable, and rewards talent to support employee engagement and meet current and future workforce needs.
• Responsible for demonstrating the Organization’s Core Values and for using performance management principles to continuously improve effectiveness, efficiency, products, and services for the department and organization. This includes, but is not limited to, participating on improvement teams, recommending, and implementing improvement ideas, and participating in training and other activities to keep up to date on processes, information, etc.
• Champion and ensure the administration of safe work practices and operations.
• Maintains and protects sensitive and private information by keeping employee records confidential in accordance with HIPAA, local, state and federal laws and regulations. Ensures that PHI/ePHI of employees, plan participants, patients, and/or other assigned individuals is maintained and transmitted in a secure and legally compliant manner.
• Performs special projects and other duties as assigned.

Education:

Bachelor’s degree in Human Resources, Business or related field required.

Certifications

Experience:

Ten (10) years of Human Resources experience required. General knowledge of the majority of all HR disciplines and must possess strong recruiting, employee relations, learning & organizational development, HRIS, safety & risk management experience. Strong understanding of developing and implementing strategic and operational human resources programs/policies to support the strategic and operational goals of the organization. Strong analytical skills and working knowledge of HR metrics. Strong leadership skills, organizational skills, and verbal and written communication skills. Excellent interpersonal and customer/client service skills and problem-solving skills. Strong PC skills. Good project management skills and attention to detail. Good knowledge of business operations and ability to effectively implement and support the people strategy of the organization in assigned business units. Ability to work with sensitive and confidential information.

Five (5) years of supervisory experience required.  **For internal candidates, the successful completion of the following BWW leadership development programs may be counted towards the required supervisory experience: 

•     Pre-Supervisory Program (STAR) = one year of supervisory experience
•     Succession Planning Program = one year of supervisory experience
   

Supervision:

3-5 Employees Directly
14-16 Employees Indirectly

Physical Demands:

Ability to stand, walk or sit for extended periods of time

Reaching by extending hand(s) or arm(s) in any direction

Finger dexterity required to manipulate objects with fingers rather than with whole hand(s) or arm(s), for example, using a keyboard

Communication skills using the spoken word

Ability to see within normal parameters

Ability to hear within normal range

Ability to move about

Working Environment:

Moderate Noise (business office)

Occasionally visit job sites, in plants or outdoors, exposed to extreme hot/cold and or wet weather conditions.