HR Manager

The Human Resources Manager supports all aspects of Human Resources at Sunnycrest Manor, including hiring, benefits, leaves, payroll, and company policies for work-related matters. Essential Functions and Responsibilities The following duties are primarily performed and are essential for this position. Employees are expected to be able to perform each of these job duties satisfactorily and successfully to be qualified for the position.Other duties may be required and assigned. Hiring/Recruitment: Keeps job postings up to date. Schedules and conducts interviews as necessary. Moves new hires through the entire onboarding process, including background checks, abuse registry checks, DCW, and OIG screening. Attends job fairs and events to improve recruitment. Employee Relations: Addresses employee concerns. Works with the Union on negotiations. FMLA Administration: Maintains FMLA compliance for eligible employees. Maintains confidentiality for employees regarding FMLA. Monitors and tracks all FMLA paperwork and hours used. Updates supervisors on return-to-work information. Workers' Compensation: Administers workers' compensation. Ensures accurate and timely reporting of incidents in compliance with OSHA standards. Works with workers' compensation to establish return-to-work guidelines and parameters for employees. Payroll: Reviews and maintains overall payroll as necessary. Adds and edits payroll information including wage rates, earning codes, overtime, insurance, and tax information for review by the business office. Ensures all documentation is accurately submitted and consistent with applicable laws, union contracts, and county policies. Manages wage and salary administration for employee increases and cost-of-living adjustments, ensuring accurate and timely submittal of information for Board of Trustees approval and payroll. Administers and maintains employee benefits. Completes wage comparison studies to recommend wage increases to the Board of Trustees for approval, with the assistance of the Administrator as necessary. Employee Discipline: Works with supervisors to address disciplinary actions, working through the disciplinary process up to and including separation of employment when necessary. Gathers and submits unemployment hearing information. Attends unemployment hearings. Sends Loudermill notices. Employee Education: Provides education to employees as necessary. Audits and ensures staff are completing required education per federal regulations. Employee Investigations: Conducts employee investigations, making recommendations as necessary. Other Duties as Assigned: Performs other duties as assigned by the Administrator. Minimum Education Qualifications Education and/or Experience Requirements: ? Bachelor's degree in Human Resources and 6 to 7 years of related experience, or an equivalent combination of training and experience. Licenses, Certificates, and Other Requirements: ? Must pass the prescribed pre-employment abuse registry review and criminal background check. Minimum Knowledge, Skills, and Abilities Qualifications In order to perform the functions and responsibilities of the position (listed above) the following knowledge, skills, and abilities are essential. Thorough knowledge of; ? Human resources principles and practices, including recruitment, benefits administration, payroll, FMLA, workers' compensation, and employee relations. General knowledge of ? Applicable federal, state, and county employment laws, regulations, and union contract requirements. Ability to: ? Proficiently use MS Word and Excel, and learn payroll systems and other standard office equipment. ? Communicate ideas effectively, orally and in writing. ? Maintain confidentiality of sensitive employee information. ? Establish and maintain effective working relationships with employees, supervisors, the Administrator, and the Board of Trustees. In evaluating candidates for this position, Dubuque County may consider a combination of education, training, and experience which provides the necessary knowledge, skills, and abilities to perform the duties of this position. Physical Requirements ? Requires sitting for extended periods of time, with moderate frequency of standing, walking, and climbing. ? Requires low-frequency carrying/lifting of 10-25 pounds and 25-50 pounds; carrying/lifting over 50 pounds is not required. ? Requires vision, hearing, taste, or smell abilities needed to handle communications and interactions with staff and applicants (moderate frequency). ? Requires moderate-frequency squatting, crouching, kneeling, or bending, and repetitive hand/foot movement (e.g. computer use, filing). ? Requires low-frequency pushing, pulling, or reaching above the shoulder. ? Work is primarily performed indoors in an office environment (high frequency). ? Low-frequency exposure to outdoor weather conditions, such as when attending job fairs or offsite meetings. ? Low-frequency exposure to irritated, agitated, or hostile individuals when addressing employee relations, discipline, or investigations. ? Low-frequency exposure to bodily fluids/communicable diseases, hazardous fumes/odors/toxic chemicals, electrical hazards, and noise greater than 85dB, consistent with a residential care facility environment. ? Low-frequency work-related travel (e.g. job fairs, unemployment hearings, training). ? Exposure to confined spaces, close proximity to moving machinery/equipment, and working alongside moving traffic is not required. EOE / ADA Statement Dubuque County is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, Dubuque County will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. Nothing in this job description limits management's right to assign or reassign duties and responsibilities to this job at any time.The duties listed above are intended only as illustrations of the various types of work that may be performed.The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position.The job description does not constitute an employment agreement or affect the at-will nature of the employment arrangement between the employee and company and is subject to change by the employer as the needs of the employer and requirements of the job change. #J-18808-Ljbffr