Human Resource Manager

Job Description

Job Description

Waséyabek Development Company, LLC (WDC), is a legal entity, created and wholly owned by the Nottawaseppi Huron Band of the Potawatomi (NHBP), a federally recognized Indian Tribe. WDC is committed to fostering the development of a stable, diversified economy for the Band which will contribute to its long-term wealth and economic self-sufficiency while managing risk and creating quality employment opportunities.

Position Summary

The Human Resources Manager is responsible for overseeing and administering key Human Resources programs and initiaitives for the corporate organization. This role provides expertise in employee relations, benefits administration, compliance, performance management, HR operations, and risk management. The HR Manager also partners with subsidiary companies by providing guidance, analysis, and recommendations related to benefits, safety programs, compliance, and HR best practices.

This position is in-person at the Corporate office but remote work will be considered for the right candidate.

Responsibilities:

· Serve as the primary HR resource for corporate employees and leaders, providing guidance on employee relations, performance management, policy interpretation, and workplace concerns.

· Advise managers on employee coaching, disciplinary actions, investigations, conflict resolution, and employment decisions.

· Conduct employee relations investigations and recommend appropriate actions in accordance with company policies and applicable laws.

· Support organizational initiatives that promote employee engagement, retention, and a positive workplace culture.

· Manage the administration of employee benefit programs, including medical, dental, vision, retirement, life insurance, and leave programs.

· Serve as the primary liaison with benefit brokers, carriers, and third-party administrators.

· Analyze benefit costs, utilization trends, plan performance, and market data to identify opportunities for improvement and cost management.

· Develop recommendations regarding benefit plan design, renewal strategies, employee contributions, and vendor offerings.

· Support annual open enrollment activities and employee benefit communications.

· Ensure compliance with federal, state, and local employment laws and regulations.

· Monitor changing employment legislation and recommend actions to maintain compliance and reduce organizational risk.

· Evaluate workplace safety programs and recommend improvements that reduce risk and support regulatory compliance.

· Review safety metrics, incident trends, and workers' compensation data to identify opportunities for improvement.

· Partner with subsidiary leaders to recommend safety initiatives, training programs, and risk mitigation strategies.

· Coordinate workers' compensation claims and return-to-work efforts while ensuring compliance with applicable regulations.

· Support recruitment and hiring activities for corporate and key business positions as needed.

· Support performance management processes and employee development initiatives.

· Develop and improve HR processes, procedures, and documentation to enhance efficiency and effectiveness.

· Administer the organization's training platform, including user management, training assignments, records maintenance, and support of compliance training initiatives.

· Manage the onboarding process for new hires, including orientation, system setup, and serving as the primary HR contact throughout the onboarding experience.

· Identify and train a back-up(s) to manage key tasks when absent.

· Additional functions not specifically outlined in this position description as directed by the leader.

Minimum Qualifications, Knowledge, Skills, and Abilities:

· Bachelor's degree in Human Resources, Business Administration, or a related field.

· 10+ years of progressive Human Resources experience.

· Strong experience in employee relations, benefits administration, compliance, and HR operations.

· Demonstrated ability to analyze benefits programs, costs, trends, and vendor proposals.

· Working knowledge of employment laws, HR best practices, and risk management principles.

· Strong analytical, problem-solving, communication, and relationship-building skills.

· Proficiency with HRIS systems and Microsoft Office applications.

· Ability to quickly adapt focus, adjust schedule and problem solve to meet evolving work demands and needs of supervisor and other stakeholders.

· Highly resourceful team-player, with the ability to also work independently and balance multiple competing priorities and tasks.

· Ability to pass a pre-employment drug screen.

· Ability to pass an extensive background investigation, including but not limited to personal and professional financial history, nationwide criminal record search, credit check and other relevant background information deemed necessary by Waséyabek.

Preferred Qualifications, Knowledge, Skills, and Abilities:

· Experience supporting multiple business units, locations, or affiliated entities preferred.

· Experience with Federal Contracting preferred.

· SHRM-CP, PHR, SHRM-SCP, or SPHR certification preferred.

· Prior knowledge or experience working with a Native American Tribe.

Core Competencies:

Managerial Proficiency – Focuses on the development and productivity of employees by setting clear expectations and objectives, providing ongoing coaching and feedback, constructively addressing, or seeking assistance to properly address employee concerns.

Vision – Supports and builds a shared vision with stakeholders across the organization. Engages others in translating vision into action. Supports and clearly communicates organizational direction and priorities.

Executive Communication – Communication with other managers and Company's Executive team in an accurate, clear, thorough, concise, well-organized, and timely manner. Strives to avoid surprising stakeholders with emerging information of situation reports. Strives for transparency in all communications.

Accountability and Management – Demonstrates accountability and responsibility for own work and the work of employees. Translates objectives into meaningful performance measures and aligns performance plan with organizational goals. Achieves meaningful results by putting in the necessary time and effort and following through to ensure quality outcomes through own work and the actions and contributions of subordinates and the organization as a whole.

Leading Change – Leads the organization, anticipates, and is postured to progress with changing business trends, viewpoints, political climate, and requirements without any performance declinations.

Developing Talent – Leads employees in reaching their maximum potential by encouraging professional development, providing all necessary tools to succeed, and fostering employee growth and advancement.

Financial Management – Effectively manages budgets and costs by maintaining effective budgetary controls, constructing contingency plans to stay within budgetary constraints, reducing expenses, and/or developing revenue generating opportunities.

Physical Requirements:

This job operates in a professional office environment. The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

· Flexibility related to work hours as project demands arise.

· Occasionally required to move 5 – 25 pounds.

· Must be able to remain in a stationary computer position for extended periods of time.

· Must be able to use hands and fingers to type.

· Must be able to reach with hands and arms for using a computer.

Travel Requirements:

Some travel may be required, up to 10% of the time. The travel may be local or national and may be by car, rail, or air.

Disclaimer:

This job description indicates in general the nature and levels of work, knowledge, skills, abilities, and other essential functions (as covered under the Americans with Disabilities Act) expected of an incumbent. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of an incumbent. An incumbent may be asked to perform other duties as required.