Manager of Talent & Resources

Admin Building Yellow House, Ironton, OH, US

Looking for a mission-driven career?

Do not just touch people"'s lives; help them change their lives.

Working with the Ironton-Lawrence County Community Action Organization Team is more than just a job; it is a mission. The ILCAO is a role model community agency that positively impacts people"'s lives. If helping people in our community overcome significant obstacles, like losing their jobs or changing careers, finding excellent housing and award-winning healthcare, or even assisting children in getting the foundations of an outstanding education, sounds exciting, then we want to meet you.

Our mission is to measurably improve the well-being of our community by providing opportunities for those in need. The ILCAO has over a dozen departments that provide services ranging from education and health care to large-scale economic development projects. Our departments provide services that touch every aspect of life, and our employees are mission-driven agents of change in Lawrence County. We believe we can each experience the positive change we want to see in our area.

It is a wonderful place to work!

At ILCAO, we consider our team members more than just employees; they are a highly valued part of our organization. We offer competitive pay and an extensive list of benefits to show our appreciation and the value we place on our team members. Here are a few:

• Medical Insurance
• Company paid single Dental and Vision coverage
• Paid holidays
• Personal days
• Vacation time
• Sick time
• 403b with company match

Department: Human Resources FLSA:Exempt

Classification: Administrative Approved Date:

Reports to:
Chief Human Resources Officer

The Manager of Talent & Employee Relations is responsible for leading key organization-wide functions related to employee relations, talent acquisition, and employee and leadership development. This position manages employee relations matters requiring formal review or investigation, leads strategic recruitment efforts, supports organizational talent development, and manages special HR initiatives.

Working collaboratively with HR Business Partners and organizational leaders, the Manager provides dedicated expertise and capacity in these functional areas while supporting consistent, effective, and employee-focused HR practices across the organization.

• Serve as the primary HR resource for leaders regarding employee relations, performance management, corrective action, employee accountability, conflict resolution, and difficult employee situations.
• Coach and advise leaders on effectively addressing employee performance, conduct, communication, and workplace concerns.
• Manage employee relations matters requiring formal review, fact-finding, interviews, or workplace investigation.
• Receive, assess, and investigate employee complaints and workplace concerns; conduct interviews, review documentation, document findings, and provide recommendations for resolution.
• Partner with HR Business Partners and organizational leaders to ensure appropriate communication, implementation, and follow-up related to employee relations matters.
• Maintain thorough and confidential documentation of employee relations matters and investigations.
• Identify employee relations trends and recommend proactive solutions, training, or process improvements.
• Promote consistent application of organizational policies, corrective action practices, and employment standards.

• 1.Lead organization-wide recruitment strategies, with particular focus on critical, professional, clinical, leadership, and hard-to-fill positions.
• 2. Develop sourcing strategies, talent pipelines, and partnerships with colleges, professional organizations, and community resources.
• 3. Partner with HR Business Partners and hiring leaders to strengthen recruitment effectiveness and the candidate experience.
• 4. Monitor recruitment trends and metrics and recommend strategies to improve talent acquisition and retention.
• 5. Support employer branding and outreach efforts designed to strengthen the organization"'s talent pipeline.

• 1.Coordinate and support employee and leadership development initiatives across the organization.
• 2. Support development opportunities for new, current, and emerging leaders.
• 3. Assist in identifying organizational training and development needs and coordinating programs and resources to address those needs.
• 4. Support succession planning and development of internal talent pipelines.
• 5. Evaluate development initiatives and recommend opportunities for continued improvement.

• 1. Lead or support special projects and strategic HR initiatives as assigned by the Chief Human Resources Officer.
• 2. Use workforce trends, HR data, and best practices to identify opportunities and support organizational decision-making.
• 3. Collaborate across departments on initiatives…