NATURE AND SCOPE:
The Human Resources Manager guides and manages Human Resources Department in Kernersville and is responsible for services, policies, and programs for this location.
The Human Resources Manager originate and leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.
The Human Resources Manager coordinates implementation of services, policies, and programs through Human Resources staff; reports to the Vice President of Human Resources and Administration and assists and advises company managers about Human Resources issues.
Development of the Human Resources Department
Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves and discrepancies.
Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff.
Develops and monitors an annual budget that includes Human Resources services, employee recognition, company philanthropic giving, and administration for the NCDC location.
Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.
Leads the development of a department goals, objectives, and systems.
Establishes departmental measurements that support the accomplishment of the company’s strategic goals.
Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
Participates in executive, management, and company staff meetings and attends other meetings and seminars.
Recommends any philanthropic and charitable giving to the CEO and CFO.
Human Resources Information Systems (HRIS)
Manages the development and maintenance of the Human Resources sections of both the Internet, particularly recruiting, culture, and company information; and Intranet sites.
Utilizes HRIS to the company’s advantages, entering data, benefits, pay increases, changes, and running reports.
Training and Development
Defines all Human Resources training programs, and assigns the authority/responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
Coordinates with corporate on employee training programs, New Hire Orientation program, Onboarding, leadership training and management development.
Assists managers with the selection and contracting of external training programs and consultants.
Assists with the development of and monitors the spending of the corporate training budget.
Oversees the Affirmative Action Program for this location
Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
Interviews all candidates for all non-exempt and exempt positions for this location. Assist with management positions and outside sales positions as assigned by the VP of HR.
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 employee morale and motivation.
Conducts investigations when employee complaints or concerns are brought forth and informs the VP of HR when such issues arise.
Monitors and advises managers and supervisors in 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.
Reviews employee appeals through the company complaint procedure.
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.
Oversees Employee safety, welfare, wellness and health.
Leads the development of benefit orientations and other benefit training.
Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction to the Vice President of Human Resources and Administration.
Manage the Leave of Absence Program by recommending and implementing policies and procedures in compliance with federal and state leave laws; educating employees; and tracking of leaves and premium payments.
Manage the Workers’ Compensation Program, reporting injuries to the carrier on a timely manner, act as the main liaison between employee, clinic and claims adjuster. Follow up as necessary to close claims.
Manage the Company Wellness program for employees at NCDC, which includes, various educational topics and various Company sponsored events throughout the year.
Administer the Employee Assistance Program and refer employees when necessary.
Administer the employee Tuition Reimbursement Program.
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 (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker’s compensations, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits.
Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.
Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
Directs a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to the Vice President of Human Resources and Administration.
Identifies and monitors the organizations culture so that it supports the attainment of the company’s goals and promotes employee satisfaction.
Manages the NCDC committees including the FFFun Committee, Safety Committee, and EPP Sub-Committee.
Keeps the Vice President of Human Resources and Administration and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line of management level.
The Human Resources Manager assumes other responsibilities as assigned by the Vice President of Human Resources and Administration.
Plan, assign, and direct the work of the HR Staff. Address complaints and resolve problems. Develop employees’ capabilities by ensuring their participation in Company training programs; Delegate to employees’ strengths; Provide adequate instructions when assigning tasks or goals; Provide positive and negative feedback when appropriate. Define subordinates’ duties, goals, and objectives in alignment with the Company’s strategic objectives and ensure subordinates successfully complete assignments.
KNOWLEDGE, SKILLS AND ABILITIES:
To perform this job successfully the individual should demonstrate the ability to synthesize complex and diverse information; Use intuition, reason and experience to arrive at factual, fair, caring conclusions; Generate alternative solutions to problems; Attention to detail and insistence on quality work; Work well in group settings to resolve problems; Confidently manage and lead teams to complete assignments on time; Strive to continually build knowledge and skills; Maintain confidentiality; Keep emotions under control; Be open to other’s ideas; Speaks clearly and persuasively in positive or negative situations; Listens and gets clarification; Be a strategic thinker that can translate corporate goals and objectives to department projects and activities; Organized; Meet deadlines.
Represent the Company in a professional manner and appearance at all times. Understand and internalize the Company’s purpose; display loyalty to the Company and its organizational values. Display enthusiasm and dedication to learning how to be more effective on the job and share knowledge with others.
Work effectively with co-workers, internal and external customers and others by sharing ideas in a constructive and positive manner; listen to and objectively consider ideas and suggestions from others; keep commitments; keep others informed of work progress, timetables, and issues; address problems and issues constructively to find mutually acceptable and practical business solutions; address others by name, title, or other respectful identifier, and; respect the diversity of our work force in actions, words, and deeds.
Encourage teamwork by treating all subordinates fairly. Keep employees informed of department/Company plans; Encourage group participation; Value employees’ input; Acknowledge achievements.
Broad Knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development.
Above average oral and written communication skills.
Excellent interpersonal and coaching skills.
Demonstrated ability to lead and develop Human Resources staff members.
Demonstrated ability to serve as a successful participant on the executive management team that provides company leadership and direction.
Demonstrated ability to interact effectively with the company board of Directors.
Excellent computer skills in Microsoft Windows environment. Must include Excel and skills in database management and record keeping.
General knowledge of various employment laws and practices.
Experience in the administration of benefits compensation programs and other Human Resources programs.
Evidence of the practice of a high level of confidentiality.
Excellent Organizational Skills.
EDUCATION AND EXPERIENCE:
Minimum of a Bachelor’s degree or equivalent in Human Resources, Business, Organization Development.
PHR/SPHR Certification Required.
Ten plus years of progressive leadership experience in Human Resources positions.
Five years in a HR Manager role.
Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventative labor relations, preferred.
Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement, preferred such as SHRM and/or local HR organization.
Possess ongoing affiliations with leaders in successful companies and organizations that practice effective Human Resources Management.
Keep all matters confidential in order to protect the company.
Typical Office Environment:
No unusual exposures
Operate office equipment
While performing the duties of this position, the employee is required to regularly use hands to finger, handle or feel objects, tools, controls and equipment. The employee must be able to walk, sit and stand. The employee occasionally lifts up to 20 lbs. and occasionally kneels and bends.
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable an individual with disabilities to perform the essential functions of this position. This position requires the ability to travel on occasion on behalf of the Company. Work overtime and on weekends on occasion.
FFF Enterprises is an EEO/AAP employer; all business decisions (employment, promotions, compensation, etc) are made without regard to race, color, religion, creed, gender, national origin, age, disability, marital or veteran status, sexual orientation, gender identity, or any other legally protected status.