Manager Human Resources

JOB SUMMARY

Provide human resources counsel, training and leadership support to assigned business functions. Serves as strategic thought partner to business leaders, consulting and providing counsel in the areas of HR including but not limited to: performance management, talent management, employee relations, talent acquisition and staffing, compensation, benefits, HRIS, training and development, and EEO/AAP. Provide insights enabling support of business needs to ensure alignment to overall company goals. Partner with HR Director(s) on matters of employment law, performance improvement and policy/process interpretation to ensure consistency across organization. Partner with functional leaders to proactively manage their people needs to improve or enhance products and service.

KEY DUTIES / RESPONSIBILITES

Employee Life Cycle: Supports client group staffing needs by working with leaders on staffing strategy and partnering with the talent acquisition team to provide position requirements. Works with leaders on onboarding plans for new hires. Obtains onboarding, ongoing and off boarding feedback, identifies strengths to maintain and opportunities for improvement. Provides feedback to leaders and acts as a thought partner in identifying solutions.

• Training and Development: Partners with Training and Development and with client groups to determine training needs, develop and deliver corporate-sponsored, regulatory and other training/orientation programs. Partner with HR Director to leverage training and development opportunities in multiple functions to drive performance and productivity.
• Employee Relations: Serve as a trusted advisor, coach and consultant by proactively addressing and monitoring employee relations issues. Ensure effective communication with associates; drive recognition programs; enhance management-associate interaction; ensure consistent policy application. Confer with HR Director when dealing with complex ER issues. Establish the credibility and business acumen necessary to actively contribute to business decisions.
• Performance Management: Works with leaders to support the continuous performance management process to include activities such as talent review, succession planning, goal setting and annual reviews. Provides coaching and counsel for leaders regarding associates’ performance. Functions as resource for associates to understand their needs and reinforce messages of acceptable/required performance levels. Reinforce proper documentation of positive and constructive feedback and utilization of proper steps in performance improvement process. Review and edit performance improvement plans prior to delivery to associates to ensure that plans fully explain performance inadequacies and that the improvement guidelines follow the S.M.A.R.T. model. Identify training/resource needs and experiences that create options that will optimize performance. Confer with HR Director when potential corrective action may be taken to address performance issues.
• Administration, Compensation, and Benefits: Leads Human Resources Generalists/Representatives, ensures that procedural and ad hoc HR administrative requirements are completed in a timely and accurate manner; such as processing associate/employee action forms. In addition, develop/execute compensation and total reward strategies in partnership with HR Director and Corporate Compensation which improve productivity while complying with established guidelines. Ensure that benefit communication and related processes are coordinated in an accurate and timely manner. Build, update, evaluate and level job descriptions. Develop, monitors and addresses EEO programs and processes for client groups with assistance from Corporate Resources.
• Safety/Workers Compensation: Coordinate workers compensation process to minimize costs and improve performance; participate on local safety committee to promote safety awareness and performance. Initiate and support efforts to improve safety in the workplace (e.g. ergonomics assessments/corrections, addressing security concerns and ensuring comprehensive disaster and evacuation plans are in place.)
• People Leadership: This position will supervise Human Resources Generalists and or Representatives. Manages, develops, and mentors Human Resources Generalists/Assistants to ensure needs of client groups are being met. This will include recruitment, allocation, objection-setting and performance management for these resources to properly meet client group and Human Resources’ objectives. Partners with location and senior management to set goals, objectives and developmental opportunities for these groups.

EDUCATION

• Bachelor's degree or 5+ yrs Human Resources experience preferred.

EXPERIENCE

• 5 - 7 years of relevant Human Resources experience
• 1 - 3 years Supervisory experience

CERTIFICATIONS & LICENSURES

• SHRM-CP/SCP ; PHR or SPHR certification preferred.

KNOWLEDGE/SKILLS/ABILITIES

• Ability to effectively influence others to adopt a course of action on critical, complex or sensitive information.
• Demonstrated competencies including influence management, collaboration, communication (written and verbal) and negotiation skills.
• Excellent computer skills, MS Office, Including Excel and required. Excellent facilitation and training delivery skills required.
• Extensive knowledge of employment law and regulations through education and/or experience.
• Strong personal credibility with demonstrated ability to build trusted relationships with client groups.
• Understanding of the general purpose of the company’s businesses and functional groups to best support corporate objectives.

COMMUNICATION AND CONTACTS

Communicates with client group employees and managers, Corporate Human Resources, external customers/vendors, DOL/OFCCP, state workforce commissions, and regulatory agencies.

DECISION MAKING

Extensive decisions in all areas of HR Management to include: Personnel development, Hiring/firing, corrective actions. benefits, compensation, training, budgetary, legal actions, and various other personnel decisions.

OTHER

Requires ability to apply high levels of independent thinking to resolve complex inquires. Supervisory Responsibilities: Directly supervises two or more employees. Provides directional support on HR issues to Supervisors/Managers at all locations.

SALARY: $85,000 - 100,000

All team members are responsible for demonstrating the company's Core Values at all times and for using Performance  Excellence principles to continuously improve effectiveness, efficiency,  products, and services.  This includes, but is not limited to,  participating on improvement teams, recommending, and implementing improvement  ideas, and participating in training and other activities to keep up to date on  processes, information, etc.

 All team members are responsible for supporting  and complying with internal and external audits, to include providing  information, performing assigned tasks to ensure compliance, and preparing and  maintaining evidence that key duties identified as internal controls have been  performed.

All team members are responsible for supporting  and complying with safety and security policies to promote a healthy working  environment.

At Vericast, we don’t just accept differences -  we celebrate them, we support them, and we thrive on them for the benefit of  our employees, our clients, and our community.  As an Equal Opportunity  employer, Vericast considers applicants for all positions without regard  to race, color, creed, religion, national origin or ancestry, sex, sexual  orientation, gender identity, age, disability, genetic information, veteran  status, or any other classifications protected by law. Applicants who have  disabilities may request that accommodations be made in order to complete the  selection process by contacting our Talent Acquisition team at [email protected].  EEO is the law. To review your rights under Equal Employment Opportunity please  visit: www.dol.gov/ofccp/regs/compliance/posters/pdf/eeopost.pdf.