Human Resources Manager

Human Resources Manager Become a Rusnak! Join Rusnak Auto Group, a leading automotive organization with over 60 years of success serving Greater Los Angeles and Southern California. We are proud to offer a dynamic, diverse, ethical, and professional workplace where dedicated team members thrive while representing some of the world's most sought-after luxury automotive brands. About the Role Our Human Resources Department in Pasadena is seeking a Human Resources Manager. This is a great opportunity to take your career to the next level. This role is to protect the company and employees by managing the overall provision of Human Resources services, policies, and programs; including, employee relations, compensation and benefits, development, personnel record- keeping, workers compensation and team member safety issues, training, talent acquisition and workforce development, and compliance with labor laws and regulations. Furthermore, champions the company vision, mission, culture, values and service standards; promotes diversity and fosters an honest, fair, respectful, friendly and professional work environment. Compensation: $125,000/year *Compensation will be based on experience and skill level. Benefits:

• Professional Development
• Competitive Pay
• Comprehensive Health Coverage (Medical, Dental, Vision, Life, LTD)
• Employee Assistance Program
• 401(k) Retirement Plan
• Sick Pay, Vacation, and Holiday Pay
• Employee Wellness Program
• Flexible Spending Account
• Employee Referral Bonus Program
• Employee Discounts/Perks

Responsibilities KRA: Develop and administer efficient HR programs and procedures in accordance with labor laws and regulations:

• Employee Relations: Service 15 Franchises in 7 locations; train, coach, guide Managers on company policy in areas such as EEO practices, harassment, performance management, conflict resolution, supervisor skills, etc. Serve as an unbiased liaison in resolving employee conducting investigations and facilitating conflict resolution meetings, employee terminations, disciplinary procedures, conflict resolution between employees, and making fair determination and suggestions based on facts. Write clear and comprehensive investigation, incident reports, etc. Represent organization at employee hearings; manage subpoenas, personnel file requests, and other legal documentation/procedures. Design and manage employee goodwill, morale-boosting events, employee surveys, etc.
• Performance Management: Review performance warnings and evaluations; train, coach, guide managers in appropriate performance management measures; process performance issues submitted through automated system; interpret and train employees and managers on policies and best practices relevant to performance management.
• Benefits Administration: Guide HR Generalist in benefits administration of Medical, Dental, Vision, STD, LTD, Life, 401K, and Profit Sharing to ensure compliance with all legal regulations. Set procedures to ensure accuracy; conduct quarterly audits of billing vs payroll deduction, leaves of absence eligibility and status; resolve escalated issues.
• Compensation; Oversee annual salary review requests; evaluate job tasks and determine employment classification and rating; and compose job descriptions and price jobs based on market value.
• Recruiting: Supervise recruiting process; review job requisition, analyze jobs and compose position role descriptions, coach and train managers on staffing and recruiting as necessary; monitor fill ratio and cost; ensure compliance of legal guidelines related to interviewing, background checks, drug/physical screens, and candidate selection.
• Workman’s Compensation & Safety: Guide HR Generalist in professional and strategic claims management expertise in compliance with regulatory agency guidelines and institutional policies; interface with regulatory agencies,

vendors and departmental management and staff to formulate corrective actions for issues escalated by WC Administrator. Designs and implements proactive safety training and initiative programs; Assesses risk potential; develops and implements accident investigation data analysis; and recurrence prevention programs and procedures.

• Training & Development: Develop and implement Supervisor HR skills training, such as performance management, employee development, coaching, motivation, etc.
• Policies & Procedures: Maintain the HR Procedures Manual and Employee handbook current with labor laws.

KRA: Maintain a productive HR workforce that efficiently meets the HR needs of the company and employees

• Manage, model, set the tone, and guide the HR department staff in company culture and service standards; provide services in a friendly, honest, clear, respectful and professional manner.
• Plan, direct, coordinate and supervise work activities of subordinates ensuring all services are consistently performed on a timely manner per department and company policy and guidelines.
• Maintain adequate staffing levels; plan staffing needs proactively, develop budget, compose accurate job descriptions, recruit in a timely manner.
• Evaluate and hold employees accountable for results and quality of service; provide clear performance expectations, training, coaching and discipline in a timely manner and in accordance with company policy.
• Foster collaboration and ownership among staff; engage staff in planning, process improvement, strategy implementation, conflict resolution, problem solving, etc.
• Develop staff and encourage professional and personal growth through hands-on training, coaching, and mentoring to meet current and future department and company needs.

KRA: Maintain an efficient and cost-effective department operation:

• Collaborate with other departments to find solutions that are in the best interest of the company; interact efficiently with team leaders, supervisors, and staff to resolve interdepartmental and staff issues.
• Maintain workforce current on new labor legal laws and regulations and Human Resources best practices in principles, strategies, technology, etc.
• Develop, manage and maintain current department procedures manual; implement, review, develop and implement department policies, procedures and service standards.
• Manage and plan workflow and timelines effectively to ensure on-time delivery of department deliverables
• Manage department budget; payroll, supplies, training, staff morale incentives; audit supply, project, vendor, and program cost to ensure cost containment within yearly budget, ROI, and quality of service.
• Fosters quality; continuously seeks to improve processes, products and services; solicits and applies employee and management feedback regarding department’s quality of service; conducts annual department service surveys.
• Compile and analyze statistical reports such as employee census, turnover, retention, performance evaluations, benefit cost, recruiting activity, etc.
• Maintains Human Resources information confidential; ensures that work area is secure, stores and distributes personnel information according to legal and department guidelines; does not discuss personnel or confidential company initiatives with anyone except as allowed by law and needed for business purposes.

Qualifications Education, licenses, certification, and/or essential qualifications

• Required; Bachelor’s degree in Human Resources, Social Science, or other relevant field; or equivalent of 4 years HR management experience.
• Required; 7+ years comprehensive Human Resources experience; with 3+ years staff management experience
• Desired; Advanced HR college degree, SPHR or PHR certification
• Valid Driver’s License with Satisfactory and Insurable driving status.

We are committed to providing equal employment opportunities to all applicants and employees without regard to race, ethnicity, color, religion, creed, national origin, ancestry, sex, pregnancy (including childbirth, breast feeding and related medical conditions), age, disability, citizenship status, veteran and uniform service member status, protected medical condition, genetic information, sexual orientation, gender, gender identity, gender expression, marital status, or any other legally recognized protected basis under federal, state or local laws, regulations or ordinances. The information collected by this application is solely to determine suitability for employment, verify identity and maintain required employment statistics on applicants. The Company will provide a reasonable accommodation for any known physical or mental disability of a qualified individual to the extent required by law, provided the requested accommodation does not create an undue hardship for the Company and/or does not pose a direct threat to the health or safety of others in the workplace and/or to the individual. Please inform the Company’s Human Resources representative if you need assistance completing any forms or to otherwise participate in the application process. Please provide complete information. An incomplete application may affect your consideration for employment.