Human Resources Manager

Description:

This role will offer the ideal candidate an exceptional opportunity to join a thriving company that truly values its employees. The Human Resources Manager will be a crucial member of the company’s leadership team and will provide direct support and guidance to the management team. Additionally, the Manager will be strategically positioned to guide the organization with its workforce expansion goals and to create the standard tools and process regarding Human Resources administration. Overall, this opportunity will provide abundant opportunities for the person selected to build and lead a full-scale Human Resources Department and lend expertise across the board in areas such as organizational growth and development, updating policies and procedures, administering a comprehensive employee benefit plan, providing safety training, and overseeing workers compensation, extensive and ongoing recruitment for a variety of occupational titles, employee relations, and many more. If the essential duties and position description highlighted below match the type of position that you are seeking, it would be a sincere pleasure to hear from you at your earliest convenience.

The HR Manager is the leader of the Human Resources Department and is responsible for aligning business objectives with employees and management across all function areas of the company. In addition to consulting on the management of human resources-related issues, the HR Manager is an employee champion and change agent. Acting as a strategic partner for employees at all levels, this position will deliver value-added service that reflects the business objectives of the company.

Responsibilities:

Administer the Overall Human Resources Functions Within the Company:

Evaluate the HR Department’s ongoing needs with regard to staffing, technology and automation, file maintenance and employment data, materials and equipment needed, office space and configuration, and other vital functions within the department.
Update and develop company policies, procedures and strategies that reflect the best practices for efficiently and effectively administering the HR Department’s functions and reinforce the company’s values and goals.
Monitor and Facilitate Workforce and Organizational Development:

Manage the performance review process and provide meaningful and effective feedback for management to utilize throughout this process.
Assist supervisors and/or direct reports with people management concerns to strengthen the pipeline of talent within the company.
Train and guide management staff on providing timely and constructive feedback to employees regarding their overall performance.
Collaborate with members of the leadership team to define strategies for workforce development and execute employee management initiatives.
Identify ways in which employee appreciation, recognition and engagement can be fostered and maintained.
Broaden the overall understanding and use of competency-based approaches to position planning within leadership and management.
Continuously seek ways to promote the growth and development of all employees.
Consult with the President/CEO to develop and maintain a succession plan (including the development of individualized employee career paths) and review the readiness of employees to assume elevated positions.
Facilitate and Lead the Activities and Practices Related to Employee Relations:

Lead the employee engagement efforts within the company.
Collaborate with leadership and management to further develop a work culture that consistently demonstrates professional business practices that are progressive, respectful, and inclusive.
Partner with employee groups to help increase retention.
Oversee and develop the company’s comprehensive Employee Recognition Program.
Provide counsel to internal stakeholders in all areas of employee relations to include practices that result in the consistent treatment of all employees.
Respond to employee relations issues ensuring that they are resolved in a timely, equitable and appropriate manner.
Collaborate with leadership and management to proactively monitor the work environment to include assessing the workplace culture and retention rates and conduct periodic employee surveys.
Identify and address trends and any known areas in need of workplace improvement to increase employee engagement and retention.
Provide additional mentoring to supervisors as needed to help them better address issues and concerns directly with their team.
Lead strategic efforts with a focus on enhancing the employee experience.
Lead the Company’s Recruitment, Selection and Onboarding Activities:

Work with leadership and management to identify recruitment strategies that lead to attracting and hiring the most qualified talent.
Work with various hiring teams to enhance the selection process.
Evaluate the use of various hiring assessment tools to ensure that the company has the maximum exposure and is using the most efficient and effective recruitment tools available.
Monitor trends and results achieved in using the company’s applicant tracking systems to ensure that they support the scale-up growth plan and lead to successful outcomes for filling vacant positions.
Conduct and evaluate labor market surveys.
Collaborate with internal partner groups to integrate new employees into the company.
Enhance and develop business practices that expedite the outreach, screening, interviewing, selection, and onboarding processes.
Manage vendor relationships.
Administer the Compensation and Benefit Plans:

Partner withleadership to determine the most competitive compensation and benefits package that is consistent with the company’s values and philosophy.
In collaboration with the Finance Manager, ensure periodic review of the compensation program.
Complete all requests (Federal, State, and local governments) for timely reporting of employee data.
Promote the company’s compensation and benefits package for greater visibility and awareness.
Manage the yearly employee health insurance and benefits open enrollment process addressing questions and changes.
Liaison with human resource consultants and benefits consultants, as needed.
Required Qualifications:

Bachelor’s Degree from an accredited college or university in Human Resources, Sociology, Psychology, Business, or a related field of study.
Certification as a Professional in Human Resources (PHR) or as a SHRM Certified Professional.
Valid and current driver’s license and current automobile insurance
A minimum of 10 years of professional experience in human resources management including talent sourcing and acquisitions.
Thorough knowledge of fully automated employment applicant tracking systems and applications.
Thorough knowledge of fully automated employee management systems to assist in moving the Human Resources Department to a paperless environment; experience with Paylocity would be a plus.
Current knowledge of all applicable labor laws to ensure that the company maintains compliance and follows best practices and standards regarding employment.
Exceptional written and verbal communication skills.
Excellent organizational skills and keen attention to detail.
Highly proficient in Microsoft Office 365 including Outlook, Word, Excel, PowerPoint, and Teams.
Ability to handle sensitive information and maintain discretion and confidentiality.
Human Resources experience in the Architecture/Engineering/Construction industry is preferred.