Regional Human Resources Manager

Job Description

KumabeHR is partnering with a non-profit organization based in Maui to find a Regional Human Resources Manager.
JOB SUMMARY :

Under the direction of the Director of People Operations, the Regional Human Resources Manager partners with leadership team at assigned client/business units to deliver essential HR services, reflecting the People strategy of the company. This position will serve as a liaison between People Operations and Community Operations and have a special focus on current and future talent acquisition, employee retention, and performance management. RHRM promotes company core values and enables operational excellence through human resource services and support. Performs job duties in accordance with company Core Values and behaviors.

ESSENTIAL DUTIES :

• Collaborates with departmental managers to understand skills and competencies required for current or planned business needs.
• Performs key talent acquisition functions for assigned client areas, including:
  • Directs recruiting team to post vacant jobs and close requisitions when filled.
  • Reviews applications and resumes to ensure position requirements are met.
  • Conducts screening interviews as appropriate.
  • Refers qualified candidates to hiring manager, ensuring timely follow up.
  • Participates in or conducts interviews as requested by hiring manager.
  • Advises on candidate selection and non-selection, where appropriate.
  • Conducts reference checks and assessments on prospective candidates.
• Extends job offers and dispositions non-selected candidates. Ensures compliance in hiring decisions.
• Actively participates in recruitment campaigns, job fairs, college relation programs, and general networking to build robust candidate pipeline.
• Coordinates onboarding activities with assigned community and People Operations. May serve as co-presenter during orientation. Supports and trains managers to ensure new employees have a positive onboarding experience.
• Supports managers and supervisors to resolve routine HR problems by interpreting and advising on HR policies, procedures, or contracts where applicable. Recommends effective courses of action. Escalates complex, specialized or sensitive cases involving significant compliance risks, disability accommodations, harassment complaints, employee terminations, or related matters to Director of People Operations.
• Advises and trains on performance management and staff development plans to ensure performance reviews are conducted timely. Helps supervisors find effective coaching methods for specific issues including identifying areas of poor performance and assisting supervisors establish plans for improving performance (PIPS). May attend review meetings or corrective action meetings when necessary. Reports ongoing performance evaluation completion deficiencies to Administrator and Director of People Operations.
• Tracks and monitors turnover and retention rates for assigned client areas. Identifies trends and areas for improvement with information gained from the onboarding program, exit interviews, feedback, etc. Problem solves and implements changes with community leadership to address employee retention.
• Proactively build relationships at communities to support a positive culture and engaging environment. Fosters strong relationships with operations by making accessibility and responsiveness a priority. Conducts and participates in routine meetings with assigned business/client unit leaders.
• Effectively communicates and follow ups to maintain required legal compliance with leave laws, leave administration, workers compensation, employee incident reporting and investigations.
• Serves as the Department's liaison to HR Managers and leadership, as well as central point of contact for interdepartmental projects and communications related to People Operations.
• Works collaboratively with payroll services to address and resolve payroll errors.
• Maintains knowledge of legal requirements for employers, and compliance to policies of the company and the Employee Handbook. Ensures all company HR policies are applied consistently.
• Maintains complete personnel files and required employment documentation for all employees in compliance with recommended record keeping practices. Ensures accuracy and confidentiality of data stored in employees files; both in electronic and hard copy form.
• Administers and processes new hire paperwork, wage increase documentation, terminations, workers compensation and unemployment claims.
• Conducts exit meetings with impacted individuals. Tracks and maintains related data. Reports any concerns or compliance risks Director of People Operations.
• Serves as area representative for worker's compensation and unemployment compensation claims by completing and submitting reports and attending meetings as required.
• Support HCM actions. Cross trains with Talent Team to help post and advertise jobs on HCM and other sites as requested. Record advertising costs and processing payments as necessary.
• Generates various routine and/or ad hoc reports for Director of People Operations and leadership as needed or requested.
• Ensures adequate and timely communication to employees on HR related issues (i.e. staffing changes, benefit issues, changes in policy and procedures, and other relevant areas).

OTHER DUTIES:

• Understands and models the company's mission, vision, and values.
• Responsible for interview scheduling and coordination as well as greeting candidates and facilitating meetings/interviews.
• Enhances own professional growth and development through participation in educational programs, current literature, in-service meetings, and workshops. Attends mandatory meetings.
• Makes recommendations to ensure "best practice", improve efficiency and effectiveness of operations.
• Practices effective communication and interpersonal skills to enhance positive teamwork and relationships both internally and externally.
• Performs other duties as assigned or requested.

EDUCATION :

• Bachelor's Degree in Human Resources, Communications, Business, or related field or combination of equivalent education and experience.

EXPERIENCE:

• Three to five (3-5) years of HR experience with at least one (1) year experience in recruitment or retention.
• Professional experience in a similar recruitment position and ideally from both agency and in-house environments.
• Experience with Human Capital Management, Applicant Tracking Systems, and related report generation preferred.
• Proven track record as a HR Generalist, and record of leading the delivery of HR functions at a high standard.
• Health care environment experience preferred.
• Multi-site location client support experience preferred.

REQUIRED SKILLS, KNOWLEDGE, AND ABILITIES:

• Strong familiarity with HR disciplines, including performance management, talent development, talent acquisition, culture building, diversity, and inclusion, and compensation.
• Flexible, adaptable, and a proven ability to manage change in a growth-oriented environment.
• Strong conflict management and problem-solving skills.
• Ability to develop partnerships and gain support to achieve results.
• Dynamic individual with a demonstrated ability to achieve results in a demanding and fast-paced environment.
• Knowledge of the principles and practices of human resources management including recruitment and selection concepts and practices,
• Knowledge of full lifecycle recruiting components including, but not limited to, sourcing, qualifying, networking, assessing, legal, job analysis, wage, and salary trends,
• Knowledge and experience with online networking tools, such as Linkedln, Facebook, indeed, Monster.com and experience conducting searches on recruitment databases.
• Strong analytical skills to include using logic and reasoning to understand, analyze, and evaluate complex situation and research information to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to the situation.
• Excellent interpersonal skills and demonstrated ability to work with all levels in the organization and communicate effectively regarding sensitive and confidential matters. Ability to maintain patient and employee confidentiality.
• Excellent English communication, negotiation, and organizational skills, both verbal and written
• Ability to look for solutions to meet business needs that inform process change and the development of initiatives.
• Proven ability to perform administrative work of a complex nature utilizing strong organizational skills with a focus on details and accuracy.
• Demonstrated success in working effectively and efficiently under pressure.
• High level of computer literacy, including a sophisticated use of HR technology systems.
• Demonstrated capacity to source relevant organizational information to understand future business needs and preempt potential project risks, issues, and challenges.

PHYSICAL REQUIREMENTS:

• Must be able to move intermittently throughout the workday.
• Must possess sight/hearing senses or use prosthetics that will enable these senses to function adequately so that the requirements of this position can be fully met.
• Must meet the general health requirements set forth by the policies of this facility, which include a medical and physical examination.
• May be necessary to assist in the evacuation of residents during emergency situations.

OTHER REQUIREMENTS:

• Self-motivating; must understand and enforce safety and health requirements of the workplace.
• Must have reliable transportation.
• Work hours may exceed 8 hours per day, include weekends, evenings, holidays.
• Subject to call-back during emergencies.
• May be involved in community activities.
• Well-groomed professional appearance and demeanor.

WORK ENVIRONMENT:

• Travel to other company locations are required.
• Well-lit, air-conditioned activity area of community; noise level is moderate.
• Works in office areas as well as throughout the community and its premises.
• May be subject to the handling of and exposure to hazardous chemicals and infectious waste.
• Is subject to frequent interruptions.
• Is subject to hostile and emotionally upset residents, family members, visitors, etc.
• Is subject to injury from falls, burns from equipment, odors, etc., throughout the workday, as well as reactions from dust, disinfectants, tobacco smoke, and other air contaminants.
• Is subject to exposure to infectious waste, diseases, conditions, etc., including TB and the AIDS and Hepatitis B viruses.
• Eligibility for Telework Arrangements, pursuant to company's Telework Policy and Procedure.
• Ability to travel up to 75% of workweek to neighbor islands.

EEO/AAP/VET:

We are an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other characteristic protected by applicable federal, state or local laws and ordinances.