HR Manager

Join the St. Vincent de Paul team, where what you do is much more than just a job—it’s a cause. Our staff members are true partners in our mission to help those impacted by poverty achieve their full potential. Their job satisfaction comes from knowing that their work each day has a positive impact on people’s lives. If you are the type of person who is excited and motivated by the idea of doing good for others, and our community, come join us! We are looking for high-energy staff members willing to share a commitment for our cause in a workplace filled with other caring people. We offer you a competitive salary, generous benefits, a culture where learning and growth is encouraged, a workplace where employees are highly valued and, most of all, an opportunity to be passionate about what you do every day. 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 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. 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). #J-18808-Ljbffr