HR Manager Position Available In Essex, New Jersey

Job Description:

The Human Resource Manager oversees all HR functions and staff,including recruitment, employee relations, health and safety,compensation, benefits, training, payroll, and employee records.

They manage vendor relationships for additional HR services,develop HR policies and programs, and lead staff in implementinginitiatives that enhance employee engagement, productivity, andcompany goals. Additionally, the HR Manager advises management andexecutives on maintaining effective HR practices to ensure properstaff selection, development, motivation, and compensation, whileensuring compliance with state and federal laws. They also handleinternal staff communications.

PRIMARY DUTIES AND RESPONSIBILITIES

Planning and Supervision:

Plans, organizes, and supervises all HRdepartment activities and staff. Develops department goals,objectives, processes, and systems. Manages budgets for HR,Benefits, Training, and the Wellness team.

Policy and Compliance:

Implements and updates HR policies and procedures, including theTeam Members’ handbook. Ensures compliance with Federal and TexasHR laws, such as wage-hour requirements and anti-discriminationstatutes. Maintains employee records in accordance with Texas stateretention guidelines. Adheres to Texas Payday Law for timely wagepayments and proper deductions. Conducts regular audits to ensureHR policies align with employment laws. Oversees the implementationof EEOC and ADA requirements for a discrimination-free workplace.

Provides training on Texas-specific employment laws. Developseducational programs on the Texas Hazard Communication Act andworkplace harassment prevention.

Recruitment and Staffing:

Overseerecruitment, staffing, and onboarding activities. Leads marketresearch to establish pay practices and bands for recruiting andretaining top talent.

Compensation and Benefits:

Oversees companybenefits programs. Analyzes compensation trends and benefits,recommending competitive and equitable pay practices. Managevariable pay systems, including bonuses and raises. Reviews all payincreases, bonuses, promotions, and transfers.

Employee Engagementand Development:

Designs and implements of employee engagementsurveys and retention strategies. Develops, oversees, andfacilitates service awards, appreciation acts, and retirements.

Provides guidance on employee benefits, performance appraisals,grievances, EEO, and employee conduct and discipline. Coaches andtrains managers on effective employee communication andinteraction. Plans, coordinates, and directs staff/managementtraining and development programs.

Legal and Advisory:

Consultswith legal counsel on HR-related legal matters. conductsterminations and exit interviews.

Other Duties:

Implement systemsto track and analyze HR metrics for compliance and continuousimprovement. Performs other assigned duties, with a preference forexperience in HRIS systems, especially Paylocity.

SUPERVISORYRESPONSIBILITY

This position manages all employees of the HumanResources department and is responsible for the performancemanagement and hiring of the employees within that department.

Requirements Minimum of a bachelor’s degree or equivalent in HumanResources, Business, or Organization Development; equivalent workexperience in lieu of degree will be considered 5 to 7 yearsprevious experience performing human resources management,compensation analysis, and benefits administration. PHR and/orSHRM-CP preferred but not required

KNOWLEDGE, SKILLS, ABILITIES,AND QUALITIES

Outstanding interpersonal relationship building andemployee coaching skills Demonstrated ability to lead and developHR department staff members

Strategic Thinking:

Ability to align HRstrategies with organizational goals and anticipate futureworkforce needs.

Employee Relations:

Skills in building andmaintaining positive relationships within the organization.

Organizational Development:

Knowledge in improving organizationalstructures and processes to enhance efficiency and productivity.

Driving Organizational Performance:

By developing and implementingeffective talent management strategies. This includes developingtraining and development programs, performance management systems,and compensation and benefits structures that support theorganization’s strategic objectives.

Compensation and BenefitsManagement:

Experience in administering benefits and compensationprograms to provide competitive pay practices and as well as otherHR recognition and engagement initiatives.

Technology and DataAnalytics:

Proficiency in using HR technology and analyzing data toinform decisions.

Legal Compliance:

Ensuring adherence toemployment laws and regulations

Communication:

Strong written andverbal communication skills

Conflict Resolution:

Ability to manageand resolve workplace conflicts effectively

Ethical Behavior:

Commitment to ethical practices and maintaining confidentialityExcellent organizational management skills. Exceptionalinterpersonal relationship-building and employee coachingabilities.

TYPICAL PHYSICAL DEMANDS

Must be able to sit at acomputer for a minimum of nine hours per day. Requires manualdexterity sufficient to operate standard office machines such ascomputers, fax machines, calculators, telephone and other officeequipment.

TYPICAL MENTAL DEMANDS

Perform complex and varied tasksRelate well to others Coach and Influence others Make decisionsDirect, control and plan Interact with public and co-workers inverbal and written form

WORKING CONDITIONS

Works in a typicaloffice setting

OTHER:

Born again believer and must adhere to thedoctrines of this organization as upheld by Kenneth and GloriaCopeland and their appointed representatives Must work well withothers, as a team and according to Romans 16:17, must not causedissension and division Must maintain a good attendance record