HR Manager  

Job Summary:

The Human Resource Manager develops human resources and policies and programs for the entire company. The major areas covered are organizational planning, organizational development, employment, indoctrination and training, employee relations, compensation, benefits, safety and health, and employee services. The HR Manager originates human resources practices and objectives that will provide a balanced program throughout all divisions.

Duties:

• Formulate and recommend Human Resources policies and objectives for the entire company.
• Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale.
• Identify legal requirements and government reporting regulations affecting Human Resources function. Monitors exposure of the company. Directs the preparation of information requested or required for compliance. Approves all information submitted. Acts as primary contact with labor counsel and outside government agencies.
• Protect interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Approves recommendations for terminations. Reviews employee appeals through complaint procedure.
• Direct a process of organizational planning that evaluates structure, job design, and manpower forecasting throughout the company. Coordinates activities across division lines. Evaluates plans and changes to plans. Makes recommendations to senior management.
• Direct a process of organizational development that primarily addresses succession planning throughout the company. Coordinates activities across division lines. Evaluates plans and changes to plans. Makes recommendations to senior management.
• Establish wage and salary structure, pay policies, performance appraisal programs, employee benefit programs and services, and company safety and health programs. Monitors for effectiveness and cost containments.
• Establish standard recruiting and placement practices and procedures. Reviews variances to schedules. Interviews executive-level candidates.
• Establish in-house management training programs that address company needs across division lines (e.g., MBO, Performance Appraisal, and Interviewing).
• Define all Human Resources programs, and authority/responsibility of Human Resources and line management within those programs. Provides necessary education and materials to line management and employees—workshops, manuals, employee handbooks, standardized reports.
• Oversee implementation of programs through Human Resources staff. Monitors administration to standards. Identifies opportunities and resolves discrepancies.
• Select and coordinates use of Human Resources consultants, insurance brokers, insurance carriers, pension administrators, training specialists, labor counsel, and other outside sources.
• Conduct a continuing study of all Human Resources policies, programs, and practices to keep top management informed of new developments.
• Direct the preparation and maintenance of such reports as are necessary to carry out functions of department. Prepares periodic reports to top management, as necessary or requested.
• Keep supervisor informed of significant problems that jeopardize the achievement of objectives, and those which are not being addressed adequately at the line management level.

• Graduate of Psychology, Human Resources or equivalent;
• Strong analytical and planning skills;
• Good communication and presentation skills;
• Excellent problem-solving skills;
• Strong Leadership Skills;