HR MANAGER

Description Position Summary

The Human Resources Manager is highly experienced in both Human Resources leadership, employee relations and life cycle, training and development, wages and benefits; and Organization Development leadership, co-creation of company culture and designing approaches where staff align to the organization’s mission, values and vision through performance, processes, and behavior.

Division Leadership Level: The HR Manager is a member of the Division Leadership Team, charged with collaborating with other department leaders and representing the HR/OD functions of the organization. The HR Manager plans, directs, and controls all strategic HR activities and works closely with Fund Administrator to ensure HR policies and practices are consistent organization-wide and OD practices are in place to connect mission and culture across all departments.

Department Level: The HR Manager is responsible for management and oversight of the HR Department and supervision of department personnel, overseeing all HR responsibilities and functions including payroll administration, benefits administration, employee and labor relations, staff recruitment & retention, training & development, and organization development.

The Human Resources Manager will be responsible for the following:

• Enforce the accurate and timely bi-weekly payroll processing for over 60 employees as performed by supervisors and HR staff, including garnishments, and any special deductions.
• Enforce the accurate and timely review of timesheets by supervisors and address any escalated discrepancies.
• Provide accurate and timely financial information when requested.
• Maintain and enhance the electronic timekeeping system, ensuring each employee is set up in adherence to FLSA and that payroll administration is handled effectively by HR staff.

• At the direction of Fund Administrator, oversee the development of a comprehensive assessment of current compensation for all levels of personnel, and make data-informed benefit and compensation recommendations.
• Ensure that all employee benefits, wages, and bonuses are administered and communicated proactively with the staff as needed. Any economic matters under the Collective Bargaining Agreement must also be proactively communicated with staff union.
• Authorized contact for benefit vendors, developing strong working relationships to ensure effective and timely communications around benefit needs, reviewing vendor contracts and analyzing HR data (wages, benefits, utilization, etc.) to propose any employee benefit plan change recommendations to Fund Administrator, and to negotiate rates for plan benefits.
• Advanced calendaring of all open enrollment cycles and communicate important dates and changes to employees and staff union.

• Primary liaison over employee and labor relations, regulatory compliance, and state and federal employment law responsibilities, with consultation from Fund Administrator.
• Develop, execute, distribute, and enforce written personnel policies, procedures, and communications approved by Fund Administrator.
• Ensure HR staff, managers, and supervisors respond consistently, timely, and accurately to employee questions, issues, concerns, performance reviews, and feedback, referencing guidelines outlined in the employee manual, CBA, and/or other policies and procedures.
• Oversee the handling of, and coach supervisory staff on, employee discipline and job performance tracking, including grievances.
• Primary liaison during collective bargaining with staff union and Labor Management meetings.

• Oversee recruitment and retention efforts, working directly with HR staff and hiring supervisors in the course of managing an employee’s life-cycle, including but not limited to finalization of job descriptions, interviews, organizational and departmental onboarding, and development of clear performance goals and expectations.
• Manage recruitment efforts for all personnel, exempt, nonexempt, and temporary employees, including timeline tracking,…