We are looking for an HR Manager to join our team. The ideal candidate will have strong working experience in Human Resources and will be a strong collaborator and consultant that can leverage relationship skills and business expertise to provide solutions and recommendations that align, enable, and accelerate both short and long-term business and change objectives. The individual must be able to navigate the complex, matrixed organizational structures across multiple states and have demonstrated strong communication skills. Success will require partnership with multiple stakeholders including operational leaders, HR team members, and other functions and departments within the business.

Position Description

Responsible for planning, managing leading, and coordinating the policies, and activities of the Human Resources department, ensuring legal compliance, and implementation of the organization's mission and talent strategy. The Human Resources Manager handles daily functions of the Human Resources (HR) department including customer service, hiring, and interviewing staff, handling employee grievances and concerns, payroll, administering pay, benefits, and leave, and enforcing company policies and practices.

Principal Responsibilities

• Assumes ultimate responsibility for human resources and payroll compliance within assigned regions.
• Acts as the Grievance Officer and partners with the Director of Human Resources to respond to all concerns.
• Demonstrates ability to identify compliance risks related to human resources functional areas and competently and clearly advise on applicable practices and processes.
• Attends and participates in employee disciplinary meetings, terminations, and investigations.
• Administers the leave of absence program for all employees of the organization including medical and family leaves, worker’s compensation leaves, long-term disability, military leaves, and other company leaves; maintains status log and database, and continuously audits the leave management process.
• Provides information and guidance to employees regarding company leave policies, applying for leave, and applying for state, local disability and paid family leave benefits as applicable.
• Provides employees that are approved for a leave of absence with accurate information regarding their pay, benefits, and protected leave status; monitors and performs necessary follow-up with all parties.
• Assist with integration of leaves- e.g., SID/PFL, Workers’ Comp, etc.) and integration with other functions (benefits during LOA, payroll, etc.); monitor benefit premium payments for employees on leave; coordinates benefits and COBRA eligibility with Benefits Specialist as needed; track leave-related personnel actions in the HRIS- Alliance Payroll.
• Reviews and updates leave of absence forms, templates polices and processes as needed.
• Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
• Assist and resolves a wide variety of human resources related topics utilizing process and workflow documentation, and policy manuals; Collaborates with resource support team as needed.
• Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff; conducts periodic needs assessment to identify the staff’s educational needs and assists in developing methods to address those needs.
• Formulates partnerships across the organization to deliver value added human resource services to leaders and employees to achieve the company’s objectives; collaborates with leadership to understand the organizations goals and strategy related to staffing, recruiting, retention, performance evaluations, and other human resources administrations.
• Assist in the development of comprehensive employee policies and practices to foster a positive work environment; suggest changes in policies and procedures based on organizational need.
• Travel to train, implement, and manage human resources processes, conduct education and trainings, complete process audits, conduct employee

Qualifications

• High School education or GED, required
• BS/BA degree in Human Resources or related field or minimum of 2 years of HR experience, preferred
• PHR/SPHR SHRM-CP/SHRM-SCP certification, preferred but not required
• + years of experience in HR with exposure to all major functional areas of HR, required