Human Resources Manager

Human Resources Manager

Job Summary:

The Human Resource Manager will lead and direct the routine functions of the Human Resources (HR) department including hiring and interviewing staff, administering pay, benefits, and leave, and enforcing company policies and practices. The position leads Human Resources practices and objectives that will provide an employee-oriented; high-performance culture that emphasizes empowerment, quality, productivity, and standards; goal attainment, and the recruitment and ongoing development of AAPCI’s workforce.

Supervisory Duties/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.

Other Duties/Responsibilities:

• Partners with CHRO and 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.

• Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; will be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.

• Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with Program Leadership to understand skills and competencies required for vacancies.

• Leads the development of department goals, objectives, and systems.

• Establishes HR departmental measurements that support the accomplishment of the company's strategic goals.

• Manages the preparation and maintenance of necessary reports to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.

• Manages the development and maintenance of the Human Resources Information System, particularly recruiting, culture, and employee information.

• Utilizes the HRIS system to eliminate administrative tasks, empower employees, and meet the needs of the organization

• Analyzes trends in compensation and benefits; researches and proposes competitive base and benefits programs to ensure the organization attracts and retains top talent.

• Collaborate with Quality Assurance to create learning and development programs and initiatives that provide internal development opportunities for employees.

• Oversees employee disciplinary meetings, terminations, and investigations.

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

• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

• Performs other duties as assigned.

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 confidentiality.

• Thorough knowledge of employment-related laws and regulations.

• Proficient with Microsoft Office Suite or related software.

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

• Ability to be proactive, to anticipate issues and to react in a timely manner.

• Ability to excel in a very fast-paced environment.

• Experience in the administration of benefits and compensation programs and other Human Resources recognition and engagement programs and processes.

• Evidence of the ability to practice and coach organization managers in the practice of a high level of confidentiality.