Human Resources Manager

## Description

# **SUMMARY**

The Human Resources Manager oversees and supports multiple Human Resource functions, including employee relations, performance management, benefits and leave administration, compliance, employee engagement, and policy administration. The role serves as a Human Resources leader and a trusted advisor to managers and employees, ensuring consistent application of HR policies and employment laws while fostering a positive workplace culture. The Human Resources Manager leads investigations and conflict resolution, analyzes HR data to inform decisions, and contributes to continuous improvement of HR processes and programs.

# **PRIMARY DUTIES**

• **Leadership**
• Oversees the Human Resources Generalist and general HR functions.
• Develops internal practices to improve team knowledge, skills and abilities.
• Conducts regular team meetings to provide feedback and learning opportunities.
• Collaborates with teams to find areas for improvement within human resources functions.
• Provides on-going coaching and development opportunities for direct reports to improve their performance within their role and find opportunities for growth within SVDP.
• **HR Administration**
• Performs tasks required to administer and execute human resource programs including but not limited to benefits, leave programs, performance management, employee engagement, and recognition programs.
• Manages and audits employee information and changes, including all necessary collection and maintenance of documentation and HRIS information.
• Leads annual performance management process for the organization.
• Manages benefit insurance, reviews and reconciles invoices and submit to CPO for approval.
• Prepares and submits annual filings related to ACA, EEO-1, Workers’ Comp, etc.
• **Employee Relations**
• Manages inquiries from employees and managers regarding human resources policies, disciplinary issues, performance matters, disputes and investigations, and other HR related programs.
• Guides managers on best course of action for employee matters.
• Provides ongoing training for managers on how to complete disciplinary forms and performance improvement plans.
• Works with Senior Director, Talent Management on coaching and development related employee issues.
• Confers with CPO for any complex and/or sensitive matters
• **HR Policies, Procedures & Compliance**
• Leads necessary employment compliance as it relates to current employee background checks, physical assessments, and other personal documentation.
• Reviews policies and practices to maintain compliance with federal, state, and local employment laws and regulations, and regulatory changes.
• Makes recommendation of necessary policy updates to ensure organizational compliance with changing regulations.
• Manages reasonable accommodation requests from employees.
• **Employee Benefits**
• Manages employee benefits (health insurance, life insurance, and disability) including enrollment, payroll deductions, leave administration, questions, open enrollment coordination.
• Maintains working relationships with benefit brokers to address any issues that may arise.
• Sends, collects, and maintains accurate benefit documentation.
• **Employee Termination**
• Participates in employee disciplinary meetings, terminations, and investigations.
• Coordinates the termination process by ensuring all documentation is accurate and complete.
• Communicates separation to appropriate departments and submit information to be removed from data systems.
• Completes exit interviews.
• Confers with CPO for any approval on termination decisions.

# **ADDITIONAL DUTIES**

• In absence of the Human Resources Generalist, will lead payroll processing with the support of the CPO.
• Act as point of contact of all HR related questions from employees.
• Assist with annual audit preparation including any analysis schedules as assigned.
• Additional projects as assigned by Chief People Officer.
• Other duties as assigned within the scope of the position.

## Qualifications
# **QUALIFICATIONS**

• Bachelor’s degree in related field, with 5 years’ progressive human resources experience, required.
• 1 year supervisory experience, preferred.
• SHRM-CP certification, preferred.
• Very strong computer skills, including demonstrated competencies in Microsoft Windows, Word, PowerPoint, and Excel.
• Strong analytical skills, particularly as it relates to HR and Employee data.
• Experience working with an HRIS (Paycom preferred).

# **PHYSICAL REQUIREMENTS**

**ENVIRONMENTAL CONDITIONS**

__X__ Primarily Indoor Work

**TYPE OF WORK**

___X__LIGHT WORK: Lifting 20 pounds maximum with frequent lifting and/or carrying of objects weighing up to 10 pounds. It involves sitting most of the time with a degree of pushing/pulling of arm/or leg controls.