HR Manager

Summary

Supervisory Responsibilities:

• Hires and trains new employees.
• Organizes and oversees the schedules and work of assigned Team.
• Conducts performance evaluations that are timely and constructive.
• Handles discipline and termination of employees as needed and in accordance with company policy.

The Human Resources Manager originates and leads human resources practices and objectives that will provide an employee-oriented, high-performance culture that emphasizes quality, standards, empowerment, productivity, goal attainment, and the recruitment and ongoing development of a superior workforce.

Essential Duties and Responsibilities include the following. Other Duties not listed may be assigned.

Data Analysis/Communications/Issue Resolution Prevention - % of Job 80%

• Development of processes and metrics that support the achievement of the organizations business goals.
• Development of an employee-oriented company culture that emphasizes quality, continuous improvement, key employee retention and development, and high performance.
• Develops and administers programs, procedures, guidelines to help align the workforce with the strategic company goals.
• Participates in executive, management, and company staff meeting and attends other meetings and seminars.
• Manages HRIS including website and all published company notifications.
• Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
• Establishes and maintains in-house employee training system that addresses company-training needs including training needs assessments, new employee onboarding and orientation, management development, production cross training, the measurement of training impact, and employee transfers.
• Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
• Interviews management and executive position candidates.
• Chairs any employee selection committees or meetings.
• Formulates and recommends Human Resources policies and objectives for the company on any topic associated with employee relations and employee rights.
• Partners with management to communicate Human Resources policies, procedures, programs, and laws.
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of and employee morale and motivation.
• Conducts periodic surveys to measure employee satisfaction and employee engagement.
• Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them. Makes certain that the managers know how to successfully, ethically, honestly, and legally communicate with employees.
• Conducts investigations when employee complaints or concerns are brought forth.
• Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.
• Reviews, guides, and approves management recommendations for employment terminations.
• Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data.
• Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
• Monitors all pay practices and systems for effectiveness and cost containment.
• Leads participation in at least one salary survey per year. Monitors best practices in compensation and benefits through research and up-to-date information on available products.
• Leads the development of benefit orientations and other benefits training for employees and their families.
• Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
• Leads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act, Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth.
• Directs the preparation of information requested or required for compliance with laws. Approves all information submitted.
• Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.
• Serves as the primary contact with the company attorneys minimizing risks and exposure to lawsuits.

Warehouse Efficiencies Cost Reduction - % of Job 10%

• Implements warehouse efficiencies and cost reduction programs to assist the company in making better merchandise flow decisions by conducting thorough analysis on key areas which are causing product and delivery issues.
• Builds and maintains a work environment that is positive and is supported by open feedback and two-way communication at all levels.

Team Leadership - % of Job 10%

• Responsible for maintaining a positive work environment while supporting the companys culture.
• Responsible for fostering a healthy and safe work environment, focusing on the well-being of all associates.
• Maintains and strengthens internal, external customer, and supplier relationships. Communicates and works well with all business partners.
• Ensures inventory management and merchandise allocation flows product through the warehouse in the most cost efficient and productive manner.

Education and/or Experience

• Minimum of a Bachelor's degree or equivalent in human resources, business, management, or organization development.
• Prefer Masters degree in human resources, business, management, or organizational development.
• A minimum of ten years of progressive leadership experience in Human Resources positions.
• Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred.
• Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement, preferred.
• Possess ongoing affiliations with leaders in successful companies and organizations that practice effective Human Resources Management.

Essential Skills:

• Requires knowledge and experience in employment law, compensation, organizational planning, recruitments, organizational developments, employee relations, safety, employee engagement and development.
• Must have excellent interpersonal building and coaching skills.
• Needs above average written and spoken communications skills.
• Must have demonstrated ability to lead and develop HR department staff members.
• Needs excellent computer skills. Must have advanced Microsoft and HRIS skills.
• Needs general knowledge of various employment laws and practices and experience working with corporate employment law attorneys.
• Must have the highest level of confidentiality.
• Requires excellent organizational management skills.

Competencies:

• Shows determination to achieve excellent results
• Finds better ways
• Demands top performance
• Inspires commitment

Working Conditions

Office and outside environmental conditions found in the warehouse, hot in the summer, cold in the winter. Individuals may need to walk for an extensive period of time while working and walking the facilities; to reach over shoulder heights; bend or stoop below the waist; repetitive wrist, hand, or finger movement; occasional lifting up to 25 pounds.