HR Manager

HR Manager Durham, NC Job Details $65,000 - $85,000 a year 1 day ago Qualifications Vendor relationship building HR policy development Employee onboarding Computer operation Compensation and benefits strategy Microsoft Excel Microsoft Access Healthcare benefits management Benefits strategy management Working with individuals with disabilities Vendor management Master's degree in human resource management Computer literacy Writing skills Employment law Regulatory compliance Data analysis skills Process improvement HR legal compliance Improving operational efficiency Full cycle recruiting Master's degree Personnel records management Policy & process development Bachelor's degree Human Resource Management Decision making Employee relations management Implementing HR recruitment processes Vendor relationship management Recruiting Workers' compensation claims Organizational skills Health and safety committees Interviewing Professional In Human Resources Productivity software Human Resources Employee engagement Senior level Onboarding process management Grammar Experience 2 years Communication skills Overseeing training Equal Employment Opportunity (EEO) Staff development Performance evaluation

Full Job Description Description:

POSITION SUMMARY

The Human Resource Manager is responsible all HR-related functions on a professional level. This position carries out responsibilities in the following functional areas: benefits administration, employee relations, training, performance management, safety, onboarding, policy implementation, recruitment/employment, affirmative action, and employment law compliance. This position will oversee an administrative assistant, any HR interns, and be responsible for administration oversight of any temporary workers onsite.

Reasonable Accommodation Statement:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.

ESSENTIAL DUTIES, RESPONSIBILITIES AND EXPECTATIONS

Administer HR plans and procedures for all personnel; develop and implement personnel policies and procedures with approval from the Administration; prepare, maintain, and effectively communicate staff handbook, personnel policies, and procedures. Establish credibility throughout the organization. Maintain effective working relationships with all staff. Focus on efforts to improve employee engagement, morale and appreciation. Exercise a great degree of discretion, along with flexibility and an attitude of cooperation. Advise Executives and Managerial staff on all HR-related matters. Make sound decisions based on conclusions for which there is little precedent. Provide support and direction to Supervisors and Managers in all areas related to HR and employee relations. Coach Managers on employee-related issues. Serve as a link between management and the staff by helping to resolve work-related problems. Advise DECI leadership on DECI policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes Analyze and modify compensation and benefits, including Patient Escort Health & Welfare Benefits plan, in order to establish competitive programs while ensuring compliance with legal requirements Assist Managers, monitor, and update/improve the annual performance review process as necessary. Ultimate responsibility to ensure all staff are reviewed annually. Recommend and participate in staff development activities to support development and increase morale. Oversee and improve staff training and development programs at DECI. Consistent diligence related to new opportunities to improve the HR function at DECI. Administer DECI benefits appropriately and timely. Bring recommendations for benefits renewals to executives. Provide service/assistance to employees as needed. Facilitate employee relations in an efficient and effective manner. Appropriately share "need to know" information with Administration. Attend Managers' meetings to provide HR input and updates. Recruit, interview, screen, and recommend candidates to fill vacant positions in a timely manner. Present candidates for hire to Executive for approval. Oversee new employee orientation and onboarding to foster positive attitude toward DECI goals. Create and implement effective onboarding plans and ensure all onboarding and orientation is properly documented. Review employment and working conditions to ensure legal compliance, recommend improvements needed. Perform challenging staffing duties, including dealing with understaffing, mitigating disputes, terminations, incident investigation, grievance/suggestion responses, and administering disciplinary procedures in coordination with Managers. Ensure maintenance of all records related to Human Resources according to policy and legal requirements. Recommend new approaches, policies and procedures to effect continual improvements in efficiency. Timely management of Worker's Compensation from incident to case closure, ensuring all documentation is maintained and shared as needed. Ensure information is shared to staff in a timely and appropriate manner. Be certain staff without computer access or email are kept updated through regular communications and interaction with them. Oversee DECI's safety program as co-chair of the DECI Safety Committee. Support Patient Escort Coordinator in HR functions on DECI's Federal contract at the VA Medical Center. Ensure completion of HR required and or related reporting and surveys. Provide analysis of data for improvements. Analyze wage data to propose competitive compensation plan. Maintain contact and good relations with HR vendors, VA staff, DECI customer representatives, HR at other NC CRPs, as well as maintaining a network of HR colleagues and subject-matter experts. Maintain knowledge of and DECI compliance to all Federal, State, accreditation bodies and funding sources related to Human Resources. Identify legal requirements and government reporting regulations affecting human resources functions and ensure policies, procedures, and reporting comply. Represent organization at personnel-related hearings and investigations. Other duties as assigned.

Requirements:

QUALIFICATIONS

Proven experience in Human Resources. Knowledge of HR functions. Understanding of labor laws and disciplinary procedures. Exceptional computer skills required. Prefer knowledge of MS Office (Word, Excel and Access). Understanding of strict confidentiality of information. Strong ethics and responsibility. Ability to understand and follow verbal and written instructions independently, plan and organize work. Superior oral and written communication skills and ability to relate to all types of people and levels in the organization. Proper use of business communication skills, business writing skills, grammar and proofreading. Detail-oriented, logical and methodological approach to problem solving. Ability to define problems, collect data, establish facts and draw valid conclusions. Excellent organizational skills. Exhibit initiative and responsibility to deadlines and other job demands. Exhibit flexibility in work and thought. Ability to assist with disabled clients in emergency. A bachelor's degree and three to five years' human resource experience, or a master's degree in human resource management and two years' experience in the HR field, or seven years of experience in the HR field, or any similar combination of education and experience. PHR certification considered a plus.

SKILLS & ABILITIES

Computer Skills:

Microsoft Office (Word, Excel, Access and PowerPoint).

Other Requirements:

U.S. Citizen or U.S. work qualification

PHYSICAL REQUIREMENTS

Physical Demands Stand:

O Sit:

C Reach Out:

O Climb:

N Squat/Kneel:

N Walk:

O Handle:

N Reach Above:

N Crawl:

N Bend:

N Lift/Carry 10 lbs or less: O 11-20 lbs: N 21-50 lbs:

N 51-100

lbs: N Over 100 lbs: N Push/Pull 10 lbs or less: O 11-20 lbs: N 21-50 lbs:

N 51-100

lbs: N Over 100 lbs:

N Frequency Key:

C =

Constantly:

More than 66% of the time, F =

Frequently:

33-66% of the time, O =

Occasionally:

up to 33% of the time, N =

N/A:

Not applicable/Not likely

Other Physical Requirements:

N/A TRAVEL REQUIREMENT

Occasional business-related travel required.

WORK ENVIRONMENT

Office setting in a warehouse. This job description is intended to describe the essential job functions, the general supplemental functions and the essential requirements for the performance of this job. It is not an exhaustive list of all duties, responsibilities and requirements of a person so classified. Other functions may be assigned and management retains the right to add or change the duties at any time.