The Human Resources Manager manages practices and projects that will provide a staff-oriented, empowered culture. This position will have primary responsibility for employee relations, benefits administration, recruitment, and staff wellness. In addition, this role collaboratively manages a broad spectrum of human resources functions, within the HR department, staff, managers and outside partners to provide a wide range of solutions to enhance staff relations and development. The HR Manager role models a proactive, thoughtful and balanced approach to conflict and ambiguity, working with others to find mutual resolutions.
Key Role Responsibilities
- Supports staff in all facets of the employee life cycle.
- Work with staff and managers to investigate and respond to employee relations issues and concerns.
- Provide day to day supervision to the Talent Acquisition Specialist and HR Generalist.
- Collaboratively improves key processes and procedures, such as recruitment, onboarding, orientation and policy implementation.
- Acts as an advocate and trusted sounding board for staff, coaching them to their own solutions.
- Engages in recruitment of new staff, leading the process with managers and ensuring a passionate, talented, and diverse applicant pool.
- Implements and oversees agency-wide wellness program.
- Administers and advises Director of HR on agency benefits program to assure agency benefits are aligned with commitment to total rewards.
- Represents the HR Department in internal workgroups and committees.
- Collaborates with the HRIS Analyst on ensuring integrity of HR systems, and the generation of data as necessary to leadership.
- Partners with the Training Coordinators to support the agency’s growing and expanding training program
- Subject matter expert in areas of employment law and compliance.
- Researches best practices in human resources to recommend solutions to complex human resources problems.
- Co-facilitates the Supervisor’s Training program with Human Resources Director.
Key Agency Responsibilities
In addition to role responsibilities, every staff member has the following responsibilities as a part of their employment: Models and reinforces the core values of dignity, authenticity, hope, justice, passion and balance
- Actively participates in performance improvement and advocacy activities that support the mission
- Protects clients’ personal health information by maintaining compliance with HIPAA and other relevant health care-related IT security regulations
- Performs other duties on an as-needed basis
Knowledge, Experience, and Skills
Formal Education and Training
- Bachelor’s degree, preferably in HR, business administration or a related field.
- SHRM-CP, PHR preferred but not required.
- A minimum 5 years of experience in human resources, preferably in a health care setting
- A minimum of 3 years supervising staff
- At least two years of experience recruiting both entry-level and experienced employees
- Knowledge of state and federal labor laws required
- Experience with compensation and benefits administration
- In-depth experience with HRIS in data entry and analysis, as well as utilizing HRIS to automate processes and conducting training for end users
- Experience in compensation benchmarking and market research preferred
- Experience with ADP Workforce Now preferred
- 5 years of experience with employee relations. This experience should be deeply rooted in coaching staff and managers, documentation of issues and conducting internal investigations in a timely, thoughtful manner with a high level of confidentiality and integrity
- Excellent verbal and written communication skills, including interpersonal savvy, listening and influencing skills
- Ability to work independently, with initiative, and problem-solve in a thoughtful, considered manner
- Detail-oriented and organized, with accuracy and follow-through
- Ability to work in sensitive situations with utmost discretion and maintain confidentiality
- High level of personal integrity
- Culturally sensitive working with staff and clients from diverse backgrounds
- Comfortable working with people who are homeless and/or low-income
- Strong presentation skills, with the ability to communicate complex issues to a broad audience
- Thorough knowledge of equal employment opportunity laws, and other compliance and regulatory issues
- A strong interest in leveraging technology to increase HR efficiencies and processes