Human Resources (HR) Manager

Job Description The Human Resources (HR) Manager operates strategically working closely with the direct supervisor and the management team to lead HR activities that create a positive employee experience and grow talent in meaningful ways. The HR Manager aligns business objectives and the HR strategy with support and direction from the HR leadership and the Chief People Officer. Serves as a consultant and business partner with management on HR issues, policy, and programs. Assesses and anticipates HR business needs and communicates those needs proactively with the HR department and other departments. Essential Duties and Responsibilities Develops and implements the organization’s employment strategy helping management determine the appropriate structure and position needs. Determines the impact on the budget. Updates job descriptions, creates new job descriptions, posts open positions, recruits, screen, and hires employees. Processes new hire paperwork and inputs information in the Human Capital Management (HCM) system - Wurk. Reviews classifications and compensation and informs HR leadership, the Chief People Officer and other management of potential adjustments needed. Manages transfers, promotions, demotions, terminations, and any other compensation changes. Processes these changes in the Human Capital Management System. Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations. Meets with managers and employees across the facility. Provides day-to-day performance management guidance to managers (ex. coaching, counseling, career development, disciplinary actions.) Works closely with leadership, managers, and employees to improve work relationships, build morale, and increase productivity and retention. Promotes Diversity, Equity and Inclusion and the Employee Resource Groups. Administers the timekeeping and attendance system. Ensures accuracy of data by verifying correct punches, correct pay and correct work labor accounts, final approval and sign off, by adding missing timecard punches, and by coding absences; assists employees with any questions they may have regarding payroll and time discrepancies. Reviews other relevant HR data such as leave. Completes employment and earning verifications and ensures proper documentation and compliance. Manages and monitors HR metrics such as turnover rates, EEO reporting and assists with employee incentive programs tracking. Ensures I-9 compliance, tracks employment authorization. Provides support to employees on HR matters and ensures confidentiality of personnel information. Participates in activities associated with the development and implementation of new systems, processes, and policies. Updates and maintains various HR reports: employee list, staffing report, turnover report, locker log, etc. Trains and assists supervisors with employee disciplinary actions and dispute resolution. Administers and processes disciplinary actions. Manages unemployment claims, appeals and telephone hearings. Leads and organizes employee events such as lunches, holiday gatherings and other events. Oversees engagement programs, surveys, and employee of the month program. Conducts HR trainings and maintains records of employee training. Creates and communicates relevant HR information. Uses data and analytics to help drive insights and performance metrics. Participates in HR team meetings. Performs other duties as assigned. Duties may vary per facility Minimum Qualifications Operate with a high level of integrity and discretion with strong ethics. Strategic thinker skilled at solving sophisticated business problems. Outstanding communicator with strong influence skills and ability to build positive relationships. Ability to work with sensitive information and maintain strict confidentiality. Experience with talent management, retention, rewards, employee relations and a strong background and curiosity for HR policies, practices, and trends. Ability to multi-task & prioritize work with attention to detail. Proficient in Microsoft Office software and human capital management systems. Must be at least 21 years of age and authorized to work in the U.S. Must be able to obtain a state medical marijuana badge and pass a background check. Education and Experience Requirements Bachelor’s degree in a related field, may substitute experience for the degree. 6 - 8 years HR experience Professional certification such as PHR, SPHR, SHRM-CP or SHRM-SCP preferred At Good Day Farm, we are committed to building a diverse team and an inclusive environment for all. We are an Equal Opportunity Employer; all hiring decisions are based on qualifications, merit, and business needs. If you require a reasonable accommodation to participate in the application or interview process, please notify us by replying to your application confirmation email or contacting your recruiter directly. #J-18808-Ljbffr Good Day Farm