Job Description

Job Description

Human Resources Manager – Position Profile

Purpose: The Human Resources Manager is responsible for the overall strategy, administration, coordination, and execution of the platform’s Human Resources department. Partners with operations leaders across their respective branches and provides advice and counsel on a wide variety of HR areas, including performance management, employee relations, HR policies and procedures, compensation & benefits, payroll, diversity and inclusion, training & development, employee engagement, and talent acquisition to maximize organizational performance and to cultivate the Company’s culture.

Reporting: Solid line to Platform President with dotted line to Inc. Head of HR

Key Position Responsibilities

• Identify mission critical positions and ensure talent action plans are in place at all times (balancing both internal succession planning, external recruiting practices, bench strength assessment).
• Aggressively drive talent acquisition efforts. Direct, develop, and lead internal recruiters and get directly involved as needed during staffing shortages to ensure open positions are filled within 30 days. Develop new candidate sourcing channels on an ongoing basis to ensure a healthy talent pipeline
• Drive organizational change and implement both the Platform and Inc’s people strategy and initiatives.
• Cultivate and maintain a healthy balance between employee advocate and employer advocate.
• Establish and maintain positive employee relations strategies that support the business objectives, while creating an environment of trust and engagement. Proactively anticipate employee relations issues and provide timely and appropriate counsel to resolve them.
• Demonstrate depth of knowledge in functional HR areas including: performance management, employee relations, HR policies and procedures, compensation & benefits, prepare/approve payroll, diversity and inclusion, training & development, employee engagement, and talent acquisition and apply that knowledge to lead others towards successful solutions.
• Ensure appropriate polices and processes are in place and aligned with Inc. policies to meet all legal obligations, minimize organizational risk, and provide a safe and secure work environment for employees. Responsible for ensuring compliance with and advising managers on all federal, state, and Inc. specific regulations including wage & hour, DOT, sexual and workplace harassment, equal employment, pay practices, discrimination, etc.
• Advise management on talent acquisition, employee engagement, retention, HR policies and procedures, change management, performance issues, responding to team member or community concerns, compliance, investigations, and other HR topics as needed
• Partner with department Managers to ensure proper onboarding of all full-time, part-time, and seasonal staff.
• Manage performance review process. Partner with business leaders to ensure employees are aware of broader organizational priorities. Reinforce a constant feedback culture. Review, guide and advise management regarding hires, promotions, transfers, and terminations.
• Serve as a link between management and employees in resolving employee questions, employee complaints, and other workplace concerns/needs.
• Promote and foster a healthy work environment; raise awareness of available programs to assist team members; Implement appropriate team member engagement programs and positive team member relations programs.
• Interpret and drive action planning as a result of engagement surveys; assess population “temperature” through formal and informal sensing and report results/plan actions with executive team
• Build, develop and lead the efforts of a team of HR professionals in achieving strategic and operational objectives
• Conduct ongoing position budgeting review and ensure that staffing plans are aligned with span of control, productivity metrics, budgeted allocations, etc.

REQURIED EXPERIENCE AND COMPETENCIES

• Bachelor’s degree required; HR related degree preferred.
• SHRM Certified Professional (SHRM-CP) or HRCI Professional in Human Resources (PHR) strongly preferred.+
• The ideal candidate has a minimum of (3-5) years’ progressive human resources experience, preferably with field employees spread out across a large geographic footprint, with heavy emphasis on employee relations, including conducting investigations and resolving complex employee issues.
• Experience leading and developing a team of HR professionals.
• Outstanding leadership skills with a high capacity for managing and prioritizing multiple projects simultaneously, influencing and gaining credibility with all levels of employees, management, and clients.
• Detail oriented and extremely organized with the ability to learn new programs and procedures quickly.
• Mix of generalist HR experience and specialist experience in one or more HR specialties. Including hands on experience within compliance, compensation, benefits, payroll, and talent acquisition.
• Strong inter-personal and customer service skills, business acumen, organizational savvy, and have sensitivity dealing with confidential information.
• Ability to make quick decisions
• High energy, with a focus on details. Expert verbal and written communication skills.
• Willingness to travel
• Strong PC skills (especially Microsoft Word, Excel, and PowerPoint) and experience; experience with Workday.

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