Human Resources Manager

Condition of Employment As a condition of pre-employment eligibility, a Level 1 security background screening is required, which consists of a check of the State of Florida law enforcement records.

General Description The Human Resources Manager will plan, lead, direct, develop and coordinate the policies and programs, ensuring legal compliance and implementation of the organizations mission and talent strategy. This is a position or duty designated as a position of special trust. Specific duties include the following:

ESSENTIAL DUTIES AND RESPONSIBILITIES:

Administer and oversee human resources programs, including but not limited to Family and Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA) requests; workers’ compensation and OSHA reporting; unemployment claims; disciplinary actions; employee disputes and investigations; performance and talent management; talent acquisition; and initiatives supporting productivity, employee recognition, and morale.

Lead the organization’s talent acquisition strategy, ensuring the proactive identification, attraction, sourcing, assessment, and selection of high-caliber talent to meet current workforce demands and support future business objectives. Develop, cultivate, and maintain a strong talent pipeline to ensure workforce sustainability, strengthen succession planning efforts, and position the organization for long-term growth and operational success.

Manage the full recruitment life cycle, including job posting, sourcing, prescreening, interview scheduling, background checks, reference verification, offer development, onboarding, stay interviews, retention strategies, and offboarding processes.

Develop, prepare, generate, and analyze ongoing and ad hoc HR reports and metrics related to employee data, staffing levels and deployment, turnover, absenteeism, recruitment and applicant tracking, affirmative action/EEO reporting, compensation, promotions, and related areas. Effectively utilize the Human Resources Information System (HRIS) to obtain, maintain, and analyze workforce data and trends.

Research, interpret, and clearly explain employment laws and legal matters to managers, supervisors, and employees, ensuring accurate understanding and appropriate application in day-to-day workforce decisions.

Advise, coach, and train managers and supervisors on best practices in employee relations, conflict resolution, performance management, and handling employee grievances. Develop and facilitate additional training programs as organizational needs evolve.

Maintain and update the Human Resources intranet and ensure the ongoing integrity, functionality, and effectiveness of the Human Resources Information System (HRIS).ADDITIONAL DUTIES AND RESPONSBILITIES:

Develops and provides HR related training to supervisors and assigned employees.

Maintains and updates the Employee Policy Manual to ensure compliance with employment guidelines and laws and assists with policy related interpretation.

Performs periodic audits of HR files and records to ensure document compliance with established State Records Management guidelines

Assists with processing, updating, and maintaining classifications for all departments.

Assists in the development and monitoring of the performance management program.

Processes background checks for partners assigned to Career Centers.

Performs other duties and responsibilities as assigned.

Qualifications and

Education Requirements:

MINIMUM QUALIFICATIONS:

KNOWLEDGE

SKILLS AND ABILITIES:

Ability to work independently by planning, organizing and coordinating work assignments.

Ability to communicate effectively, both verbally and in writing and ability to listen effectively.

Thorough understanding of state and federal laws concerning labor relations.

Proficient in the application of Microsoft Word, Excel, Outlook and other applications.

Excellent interpersonal skills with the ability to manage sensitive and confidential situations with tact, professionalism, and diplomacy.

Ability to compile, organize, evaluate and analyze data.

Knowledge of policies and practices involved in personnel/human resource functions.

Knowledge of OSHA, FMLA, ADA, Worker’s Compensation and unemployment claims.

Excellent organizational skills and attention to detail.

Ability to make decisions and solving problems.

Ability to work effectively in a team environment; maintains a professional working relationship with management, colleagues and other agencies and uses good judgment in recognizing scope of authority.

EDUCATION/

EXPERIENCE:

Bachelor’s degree from an accredited college or university. Four (4) years of professional human resource administration required, including two (2) years in talent acquisition and talent management preferred or its equivalent through training, education and other experience. Experience working in a nonprofit organization is preferred. Professional or nonprofessional experience may substitute on a year-for-year basis for the required college education. SHRM-CP or PHR…