Job Summary
Reporting to the Human Resources Director, the Human Resources Manager strategizes, coordinates, and manages key Human Resource functions, encompassing employee relations, performance management, personnel policies, and regulatory compliance. This role involves overseeing specific projects and programs, collaborating with line managers and staff to ensure optimal utilization of employee skills, information, and resources to achieve company goals. Additionally, the Human Resources Manager offers insights on government regulations, contemporary practices, and trends in Human Resources to enhance efficiency, tackle technical issues, and minimize costs and liabilities for the company.
Major Responsibilities
Description % of Time
• Supports employees, supervisors, and managers in resolving various employee relations matters by conducting intake, researching pertinent information, engaging necessary resources or experts, and facilitating resolution. Facilitates general employee recognition and communication through roundtables and recognition programs.
• Provides coaching to supervisors and managers on handling employee performance. Collaborates with management to develop performance improvement plans and oversees timely follow-up.
• Offers guidance and ensures implementation of human resource policies and procedures.
• Coordinates internal employee relations matters to identify opportunities for enhancing Human Resources management practices, accompanied by clear and well-documented recommendations.
• Manages human resource records by documenting incidents and resolutions.
• Supervises the administration of medical leaves, on-the-job injury claims, and unemployment claims.
• Establishes and maintains department records and reports in compliance with company policy and government regulations. Ensures adherence to policies and practices, including employment eligibility and immigration documentation, with accurate and up-to-date records on the Human Resources Information System.
• Conducts exit interviews with resigning employees, initiates replacement requisition process, and provides consultation in collaboration with Human Resources Business Partners, Equal Employment Opportunity Department, and Company Counsel regarding reduction in force actions. Oversees the timeliness of release and separation agreements, exit interviews, and outplacement counseling.
• Contributes as a project leader or participant in various Human Resources and business line initiatives.
• Stays abreast of professional Human Resources trends and developments by attending educational workshops, reviewing professional publications, establishing personal networks, benchmarking state-of-the-art practices, and participating in professional societies.
• Performs additional duties and projects as assigned.
Knowledge/Skill Requirements
• Strong written and verbal communication skills.
• Proficiency in implementing change initiatives and effectively communicating in one-to-one and group settings to influence others' opinions.
• Ability to plan, assign, train, direct, and motivate employees from diverse backgrounds.
• Competence in conducting and advising on employee interviews, hires, and appraisals.
• Aptitude for organizing departmental objectives.
• Demonstrated experience in problem-solving, decision-making, and multitasking to address common inquiries or complaints from employees promptly and professionally.
• Capability to fulfill supervisory responsibilities in accordance with organizational policies and applicable laws.
• Proficient in Microsoft Word, Excel, PowerPoint, and Outlook.
Education/Experience Requirements
• Bachelor’s degree or equivalent.
• Minimum of 8 years of Human Resources Generalist experience, with at least 4 years focused on Employee Relations.
Please note that this job advert is intended to provide a general overview of the position and does not represent a comprehensive list of all responsibilities.
