Human Resources Manager

Job Description

Job Description

Manager, Human Resources & Employee Relations

Job Description

Reports To: Executive Director

FLSA Status: Full Time Salaried/Exempt

Salary Range: $65,000 – $75,000

About Us:

Eight million Americans are one paycheck away from becoming homeless. In Washtenaw County typically 5,000 people experience homelessness each year. The Shelter Association of Washtenaw County (SAWC) was established in 1982 and is the primary provider of services and emergency shelter for individuals in Washtenaw County. SAWC is housed at the Robert J. Delonis Center in downtown Ann Arbor. SAWC works with a diverse range of people struggling with homelessness, including first-time homelessness, veterans, domestic violence survivors, and people battling substance abuse and/or mental health issues. Services are offered through our core programs: Residential Emergency Shelter, Non-Residential Shelter, Shelter Diversion, Recuperative Care, and Warming Shelter. The Shelter serves almost 1,500 people annually.

Mission:

Ending homelessness, one person at a time.

Position Overview:

The Manager of Human Resources & Employee Relations is responsible for coordinating and directing the Employee Relations programs and functions. Further, this position is responsible for management of HR administration, labor relations, administration of health and welfare benefit programs, and risk management specific to Human Resource programs. These functions include responsibility for developing, interpreting, and recommending program goals and objectives, policies, and procedures, and courses of action. The Manager of Human Resources & Employee Relations reports directly to the Executive Director.

Essential Functions:

• In partnership with the Executive Director, participate in developing department goals, objectives, and systems.
• Support ongoing satisfactory labor-management relations, in partnership with the Executive Director through a variety of techniques.

· Participate in collective bargaining negotiations and ensure compliance with collective bargaining agreements.

• Work closely with management, union, and employees to improve work relationships, build morale, increase productivity and retention.

· Partner with the leadership team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.

· Analyze trends in compensation and benefits; research and propose competitive base and incentive pay programs to ensure the organization attracts and retains top talent.

• Oversee, develop and administer the recruitment and selection procedures and HR policies.
• Assure the successful onboarding of employees is facilitated in a timely and complete manner to foster positive attitude toward the organization’s goals. Monitors career pathing and exit interview programs.

· Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.

• Support the development of in-service education and training programs to upgrade managerial, technical, and support-level skills and productivity. Train and advise management and staff on Human Resources issues and practices.
• Partner with management and the union representatives to advise on human resources and employee relations issues throughout the organization.
• Investigate problems, such as working conditions, corrective actions, and employee concerns in accordance with established policies and the collective bargaining agreement. According to circumstances, provide guidance and recommendations for problem resolution to department heads and employees.
• Administer performance review program to ensure effectiveness, compliance, and equity within the organization.
• Lead the review and maintenance of the employee handbook on policies and procedures; respond to inquiries regarding policies, procedures, and programs.
• In partnership with the third-party administrator, conduct benefits administration to include claims resolution, change reporting, approving invoices for payment, and annual re-evaluation of policies for cost-effectiveness.
• Ensure all federally mandated disability programs (FMLA, ADA, WC) and leave programs offered by the organization are managed efficiently and in accordance with established laws, guidelines, and procedures.
• Ensure department records (including HRIS) and reports are maintained accurately; maintain organizational charts for all business units.

· Prepare and present required and special reports related to employee and labor relations.

· Participate in and/or lead various ad-hoc/standing meetings with (e.g., Union, HR Committee of the Board of Directors, etc.).

• Perform other incidental and related duties as required and assigned.

Supervisory Responsibilities:

Supervises Human Resources Coordinator. Carries out supervisory responsibilities in

accordance with the organization's policies and applicable laws. Responsibilities

include interviewing, hiring, and training employees; planning, assigning, and

directing work; coaching for improved performance, evaluating work; rewarding and

disciplining employees; addressing complaints and resolving problems.

Education and Experience:

· Bachelor's degree (B. A.) in a related field from an accredited college or university.

· Three to five years’ related experience in a human resources management role.

· Three years’ labor relations experience in a union environment; or equivalent combination of education and experience.

· SHRM-CP or SHRM-SCP required.

Required Skills/Abilities:

· Excellent verbal and written communication skills.

· Excellent interpersonal, negotiation, and conflict resolution skills.

· Excellent organizational skills and attention to detail.

· Strong analytical and problem-solving skills.

· Ability to prioritize tasks and to delegate them when appropriate.

· Ability to act with integrity, professionalism, and maintain confidentiality.

· Thorough knowledge of employment-related laws, regulations, and labor relations practices.

· Proficient with Microsoft Office Suite or related software.

· Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.

Physical Requirements:

· Prolonged periods of sitting at a desk and working on a computer.

· Must be able to lift 15 pounds at times.

· Must be able to access and navigate each department at the organization’s facilities.

Standards of Performance:

It is the expectation of the organization that the minimum standards are:

• Completion of all responsibilities in a timely and professional manner.
• Compliance with all local, state, and federal regulations.
• Commitment to quality work and excellent customer service.
• Approachable presentation of self and a visible willingness to assist fellow staff members.
• Consistently meet deadlines; accomplish work in order of priority; professionally maintain composure and effectiveness under pressure and changing conditions.
• At all times. maintain confidentiality, establish credibility, and exhibit the highest degree of integrity.
• Successfully negotiate conflict, utilize persuasion skills, build partnerships, and maintain constructive working relationships with people at all levels of the organization.

Benefits Information:

The position is salaried and exempt. The Shelter Association of Washtenaw County offers a strong benefits package that includes: medical, dental, and vision insurance with very low deductibles; 403(b) retirement matching; a flexible spending account; generous paid time off; disability & life insurance; and a flexible schedule.

EEOC Statement:

Shelter Association of Washtenaw County is an equal opportunity employer committed to building a diverse and inclusive team. We strongly encourage applications from individuals of all backgrounds, including those with lived experience of homelessness. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, height, weight, disability, age, or veteran status.