Human Resources Manager

The Human Resources (HR) Manager will own and lead the execution of established HR strategies that align with business objectives by overseeing all aspects of HR, including but not limited to recruitment, employee relations, talent development, benefits administration, and HR compliance.

Supervisory Responsibilities:

• Recruits, interviews, hires, and trains new staff in the department.
• Oversees the daily workflow of the department.
• Provides constructive and timely performance evaluations.
• Handles discipline and termination of employees in accordance with company policy.

Essential Duties and Responsibilities:

• HR Strategy Execution:
• Own and lead the implementation of HR strategies and policies established by senior leadership in support of the company's goals and values.
• Collaborate with senior management to translate established HR strategy and business objectives into coordinated HR initiatives, priorities, and operational plans.
• Talent Acquisition and Recruitment:
• Oversee the recruitment process, including executing approved workforce plans, sourcing, interviewing, and selection.
• Develop and maintain relationships with external recruitment partners.
• Promote consistent, job-related, and nondiscriminatory recruiting and selection practices designed to provide qualified applicants with equitable access to employment opportunities.
• Employee Relations and Engagement:
• Act as a trusted advisor to employees and management on HR-related matters.
• Provide consistent employee-relations guidance and support fair, timely, and well-documented application of company policies, performance-management practices, corrective action, investigations, and employment decisions.
• Receive, assess, document, and appropriately escalate employee concerns involving discrimination, harassment, retaliation, accommodations, wage and hour issues, leave rights, safety, or other potential policy or legal violations.
• Own the implementation and ongoing administration of employee engagement programs and initiatives established in alignment with the company's HR strategy.
• Benefits and Compensation:
• Administer employee benefits programs, including health, retirement, and leave policies.
• Coordinate and document the interactive process for employee accommodation requests, including requests related to disability, pregnancy, childbirth, and related medical conditions, in consultation with leadership or employment counsel when appropriate.
• Training and Development:
• Identify HR-related training needs and own the development and execution of programs within the HR function to enhance employee skills and capabilities.
• Encourage continuous learning and career development opportunities.
• HR Compliance:
• Monitor employment-law developments and support organizational compliance with applicable federal, state, and local requirements related to equal employment opportunity, wage and hour practices, accommodations, protected leave, employee relations, benefits administration, workplace postings, recordkeeping, and personnel policies.
• Regularly review HR policies and procedures, recommend updates, and implement approved changes.
• Data Analysis and Reporting:
• Utilize HR analytics to monitor execution, identify trends, recommend actions, and track key HR metrics.
• Prepare and present HR reports to senior management.