Human Resources Manager

SUMMARY

The Human Resources Manager oversees and supports multiple Human Resource functions, including employee relations, performance management, benefits and leave administration, compliance, employee engagement, and policy administration. The role serves as a Human Resources leader and a trusted advisor to managers and employees, ensuring consistent application of HR policies and employment laws while fostering a positive workplace culture. The Human Resources Manager leads investigations and conflict resolution, analyzes HR data to inform decisions, and contributes to continuous improvement of HR processes and programs.

PRIMARY DUTIES

• Leadership
  • Oversees the Human Resources Generalist and general HR functions.
  • Develops internal practices to improve team knowledge, skills and abilities.
  • Conducts regular team meetings to provide feedback and learning opportunities.
  • Collaborates with teams to find areas for improvement within human resources functions.
  • Provides on-going coaching and development opportunities for direct reports to improve their performance within their role and find opportunities for growth within SVDP.
• HR Administration
  • Performs tasks required to administer and execute human resource programs including but not limited to benefits, leave programs, performance management, employee engagement, and recognition programs.
  • Manages and audits employee information and changes, including all necessary collection and maintenance of documentation and HRIS information.
  • Leads annual performance management process for the organization.
  • Manages benefit insurance, reviews and reconciles invoices and submit to CPO for approval.
  • Prepares and submits annual filings related to ACA, EEO-1, Workers' Comp, etc.
• Employee Relations
  • Manages inquiries from employees and managers regarding human resources policies, disciplinary issues, performance matters, disputes and investigations, and other HR related programs.
  • Guides managers on best course of action for employee matters.
  • Provides ongoing training for managers on how to complete disciplinary forms and performance improvement plans.
  • Works with Senior Director, Talent Management on coaching and development related employee issues.
  • Confers with CPO for any complex and/or sensitive matters
• HR Policies, Procedures & Compliance
  • Leads necessary employment compliance as it relates to current employee background checks, physical assessments, and other personal documentation.
  • Reviews policies and practices to maintain compliance with federal, state, and local employment laws and regulations, and regulatory changes.
  • Makes recommendation of necessary policy updates to ensure organizational compliance with changing regulations.
  • Manages reasonable accommodation requests from employees.
• Employee Benefits
  • Manages employee benefits (health insurance, life insurance, and disability) including enrollment, payroll deductions, leave administration, questions, open enrollment coordination.
  • Maintains working relationships with benefit brokers to address any issues that may arise.
  • Sends, collects, and maintains accurate benefit documentation.
• Employee Termination
  • Participates in employee disciplinary meetings, terminations, and investigations.
  • Coordinates the termination process by ensuring all documentation is accurate and complete.
  • Communicates separation to appropriate departments and submit information to be removed from data systems.
  • Completes exit interviews.
  • Confers with CPO for any approval on termination decisions.

ADDITIONAL DUTIES

• In absence of the Human Resources Generalist, will lead payroll processing with the support of the CPO.
• Act as point of contact of all HR related questions from employees.
• Assist with annual audit preparation including any analysis schedules as assigned.
• Additional projects as assigned by Chief People Officer.
• Other duties as assigned within the scope of the position.

QUALIFICATIONS

• Bachelor's degree in related field, with 5 years' progressive human resources experience, required.
• 1 year supervisory experience, preferred.
• SHRM-CP certification, preferred.
• Very strong computer skills, including demonstrated competencies in Microsoft Windows, Word, PowerPoint, and Excel.
• Strong analytical skills, particularly as it relates to HR and Employee data.
• Experience working with an HRIS (Paycom preferred).

PHYSICAL REQUIREMENTS

ENVIRONMENTAL CONDITIONS

__X__ Primarily Indoor Work

TYPE OF WORK

___X__LIGHT WORK: Lifting 20 pounds maximum with frequent lifting and/or carrying of objects weighing up to 10 pounds. It involves sitting most of the time with a degree of pushing/pulling of arm/or leg controls.