Human Resources Manager

Job description

esponsible for planning, directing, and administering all human resources functions for the Housing Authority of Champaign County. This position oversees recruitment and retention, employee relations, benefits administration, compensation, performance management, training and development, policy implementation, and regulatory compliance. The Human Resources Manager serves as a strategic partner to leadership, providing guidance on workforce planning, organizational development, labor and employee relations, and human capital initiatives that support the agency's mission.

Responsibilities

• The duties listed below illustrate the various types of work that may be performed. The omission of specific statements regarding duties does not exclude them from the position if the work is similar, related, or a logical assignment in association with this position. Undertakes and performs the following and all other work-related duties as assigned.
• Ensure compliance with federal, state, and local employment laws, as well as regulations governing public housing agencies, including HUD requirements and Equal Employment Opportunity (EEO) standards.
• Fosters a positive and inclusive work environment, promotes employee engagement and professional development, and implements best practices to attract, develop, and retain a high-performing workforce dedicated to serving residents and the community.
• Directs all human resources functions, including recruitment, onboarding, employee relations, performance management, compensation, benefits administration, and workforce planning.
• Develops, implements, and maintains personnel policies, procedures, and employee handbooks to support organizational objectives and regulatory compliance.
• Manages the full-cycle recruitment process, including job postings, candidate screening, interviewing, selection, onboarding, and retention initiatives.
• Provides guidance and support to department managers and employees regarding employee relations matters, disciplinary actions, workplace investigations, conflict resolution, and performance improvement plans.
• Administers employee benefits programs, leave management, workers' compensation claims, unemployment claims, and reasonable accommodation requests.
• Maintains accurate personnel records and HR information systems while ensuring the confidentiality and security of employee information.
• Coordinates employee training and professional development programs to enhance workforce skills, leadership development, and organizational effectiveness.
• Prepares HR reports, workforce analytics, and compliance documentation for executive leadership, board members, auditors, and regulatory agencies.
• Manages compensation studies, salary administration, position classifications, and job descriptions to support equitable and competitive employment practices.
• Collaborates with executive leadership on strategic initiatives related to employee engagement, succession planning, organizational development, and workforce retention.
• Fosters a positive workplace culture focused on diversity, equity, inclusion, employee engagement, and high-performance standards.
  Keeps abreast of all changes and additions to regulations relative to human resources.
• Coordinate pre-employment screenings, background checks, reference checks, and new-hire documentation.
• Maintain staffing plans and workforce projections to meet agency needs.
• Coordinate temporary hires and assignments as needed.
• Develop recruitment strategies to attract qualified and diverse candidates.
• Provide guidance on disciplinary actions, corrective measures, and performance improvement plans.
• Investigate employee complaints, grievances, and workplace conflicts.
• Administer employee benefits programs, including health insurance, retirement plans, leave programs, and wellness initiatives.
• Manage employee enrollments, benefits changes, and annual open enrollment processes.
• Coordinate workers' compensation, unemployment claims, and disability programs.
• Maintain compliance with HUD regulations, EEO requirements, FLSA, ADA, FMLA, and other applicable laws.
• Maintain confidential personnel files and HR records.
• Prepare reports related to staffing, turnover, benefits, and workforce metrics.
• Process personnel actions including promotions, transfers, salary changes, and separations.
• Coordinate workplace safety programs and compliance initiatives.
• Manage workers' compensation claims and return-to-work programs.
• Maintain professional knowledge by attending educational workshops, reviewing professional publications, establishing personal networks, and participating in professional organizations as applicable.
  

Education and Experience

Bachelor's degree from an accredited college or university with concentration human resources and/or business administration, or closely related field or five (5) years of increasingly responsible human resources experience or an equivalent combination of education and experience.

Certifications

• SHRM-CP
• Fair Housing

Knowledge and Skills

• Must be thoroughly knowledgeable in all areas of Federal, State, and local rules and regulations; Federal, state, and local employment laws and regulations, including FLSA, FMLA, ADA, Title VII, EEO, COBRA, USERRA, and other applicable labor laws.
• Ability to interpret regulations and standards, and contracts; for compliance with relevant requirements and Agency standards.
• Handle difficult situations with professionalism, diplomacy, and discretion.
• Lead organizational change and support continuous improvement initiatives.
• Communicate effectively with individuals from diverse backgrounds and organizational levels.
• Skilled in interviewing vendors; persistent in following up on performance and in identifying problems and formulating solutions.
• Ability to present information in a clear, organized, and convincing manner.
• Ability to accurately and completely document in writing appropriate events and activities.
• Ability to establish and maintain effective working relationships with co-workers, contractors, community partners, and other persons outside the Agency.
• Ability to prepare clear and concise narrative and statistical reports and deal effectively with situations requiring tact and diplomacy, yet firmness.

Supervision Controls

The employee receives directions from the Executive Director. Courses of action, deadlines and priorities are established by policy, procedure, rule, regulation or the Executive Director, depending upon the assignment. Normal duty assignments are performed by the employee based on his/her own judgment. The employee has no supervisory responsibility.

Guidelines

Guidelines include established federal regulations, policies and procedures, traditional practices, reference materials such as dictionaries, desk manuals, handbooks, and the Internet. If guidelines do not cover a situation, the employee consults the Executive Director. Sound judgment, consistency and accuracy are needed to successfully perform duties.

Complexity

The employee performs a variety of routine and generally related tasks. The course of action is determined by established procedure, the supervisor, or the employee. Tasks are to be coordinated, integrated, and/or prioritized to be accomplished within set deadlines. Routine work is relatively structured, and problems may require consultation with the supervisor.

Scope and Effect

The employee's decisions directly impact workforce effectiveness, employee engagement, organizational compliance, risk management, and the Agency's ability to attract, develop, and retain qualified employees. The position is responsible for ensuring compliance with federal, state, and local employment laws, as well as applicable HUD regulations and public sector personnel requirements. Effective performance contributes to a well-qualified workforce, positive employee relations, reduced organizational risk, and the successful achievement of the Agency's mission and strategic objectives.

Personal Contacts

The employee has contact with a broad range of individuals including co-workers, and business professionals such as community stake holders, consultants and other business firms. Personal contacts serve multiple purposes including giving or exchanging information, making decisions, providing services, decision making, resolving problems, and negotiation.

Physical Requirements

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. Work is principally sedentary, but may involve some physical exertion, such as lifting to obtain files, records, and eye strain from working with computers and other office equipment. Must be able to sit or stand for up to eight (8) hours at a time while performing work duties. Must be able to perform essential job functions in an environment that will sometimes include increased levels of work-related stress. Must maintain a professional appearance and portray a positive image for the Agency. Must maintain punctuality and attendance as scheduled. An employee may request reasonable accommodation to mitigate any of the physical requirements listed above.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work involves the normal risks or discomfort associated with an office environment and is usually in an area that is adequately cooled, heated, lighted and ventilated.

Other Requirements

• Must possess a valid driver's license and maintain a good driving record.
• Must be available for occasional overnight travel for training.
• Must pass employment drug screening and criminal background check.
• Must work with the highest degree of confidentiality.

Read and Acknowledge

The Housing Authority of Champaign County is an Equal Opportunity Employer. This job description is subject to change and in no manner states or implies that these are the only duties and responsibilities to be performed. The duties herein are representative of the essential functions of this job. This job description reflects management's assignment of functions; however, it does not prescribe or restrict tasks that may be assigned. Nothing in this document restricts management's right to assign or reassign duties and responsibilities at any time. The qualifications listed above are guidelines, other combinations of education and experience that could provide the necessary knowledge, skills, and abilities to perform the job may be considered at the discretion of the Executive Director.

Employment with the Housing Authority of Champaign County is on an "at-will" basis. Nothing in this document is intended to create an employment contract, implied or otherwise, and does not constitute a promise of continued employment.

Disclaimer: The above statements describe the general nature, level, and type of work performed by the incumbent(s) assigned to this classification. They are not intended to be an exhaustive list of all responsibilities, demands, and skills required of personnel so classified. Job descriptions are not intended to and do not imply or create any employment, compensation, or contract rights to any person or persons. Management reserves the right to add, delete, or modify and/or all provisions of this description at any time as needed without notice. This job description supersedes earlier versions.