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HR Manager (High volume, multi-state env.)


Occupational
Summary:
The Human Resources Manager reports directly to the Chief Financial Officer (CFO) and oversees the Human Resources activities of Kraco Enterprises, LLC, including Human Resources policy, legal compliance and employee disputes, training and management development, management of recruiting and hiring, Human Resources Information Systems and or processes, compensation and benefits.
Develop, interpret and monitor Human Resources policies, programs and services. Ensure those activities reflect Company's values, support our strategic plan and contribute to each businesses' operating goals.
Provides guidance and assistance in these areas to other staff and operating functions of the organization.
Reporting Structure:
o Reports to CFO
o Has one direct report; HR Coordinator
Work Performed (Essential Duties & Responsibilities):
The responsibilities employeed with this job will change from time to time in accordance with the Company's business needs. More specifically, the incumbent may be required to perform additional and/or different responsibilities from those set forth above.
o Plans, organizes, and controls all activities of direct reports. Develop department goals, objectives and systems in accordance with company goals and objectives
o Implements and updates as needed job descriptions, compensation program, and HR policies and procedures.
o Prepares and maintains handbook on policies and procedures.
o Maintains affirmative action program; files EEO-1 annually; maintains other records, reports, and logs to conform to EEO regulations.
o Maintains company organization charts.
o Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations.
o Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal council as needed/required.
o Ensures compliance with all applicable policies, rules, regulations, and laws: stays abreast of legal regulatory and policy developments affecting areas of responsibility; enforces legal and regulatory requirements.
o Provides day to day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
o Provides appropriate communications and promotes employee understanding of programs, policies, and objectives.
o Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.
o Provides HR Policy guidance and interpretation.
o Continuously monitors and recommends new or revised policies or practices in all areas of Human Resource Management.
o Manages maintenance of records regarding the development activities of employees.
o Manages maintenance and processing of employee records
o Develops recurring or ad hoc reports.
Supervisory Responsibilities:
o Directly supervises HR Administrator/Coordinator
o Responsible for the performance appraisal, training & development, promotions, salary increase, disciplinary actions, terminations, etc of subordinates.
Competencies:
Communication:
o Works well with others, open to others ideas, new things. Maintains confidentiality.
o Speaks & writes clearly. Ability to listen and gets clarification. Ability to read and interpret written information. Ability to vary writing and presentation styles to meet needs of audience.
o Exhibits confidence in self and others; Inspires and motivates others to perform well; Accepts feedback form others; Gives appropriate recognition to others.
o Demonstrates knowledge of EEO policy; Shows respect and sensitivity for differences; Educates others on the value of diversity; Promotes a harassment-free workplace
o Works with integrity and ethics; Upholds organizational values.
o Demonstrates willingness to make decisions; Exhibits sound & accurate judgment; Makes timely decisions and includes others when appropriate.
o Includes staff in planning, decision-making, process improvement; Takes responsibility for staff; Provides regular feedback, Available/approachable; Develops and encourages skill development and career growth; Continually works to improve supervisory skills
o Follows policies & procedures; Supports organization's goals and values
o Uses intuition, data research, experience to achieve results
o Looks for ways to improve and promote quality
o Understands implications of decisions; Demonstrates market/competition knowledge; Aligns work with strategic goals
o Works within approved budgets; Develops & implements cost saving measures; Contributes to profits and revenues.
o Prioritizes and plans work activities to maximize effort
o Changes approach to meet the needs of situation
o Displays original thinking; Meets challenges with resourcefulness.
Position Requirements /Qualifications
Knowledge of:
o Recruitment and employment, human resources policies and practices, wage and salary administration, and appraisal, employee relations, communications, orientation, training and development, placement, employee services, employee benefits, and safety.
o Federal and state labor laws
Ability to:
o Establish and maintain a high level of creditability, respect and confidentiality.
o Establish and maintain strong relations with other functional departments.
o Lead and motivate staff; demonstrate and promote teamwork.
o Manage multiple and complex projects simultaneously.
o Train and develop staff.
Education and
Experience:
o BA or BS in Human Resources or related field. Or equivalent combination of education and experience.
o HR Certification preferred.
o 5- 7 years of relevant management experience in a dynamic, high volume environment including 3-5 years in a supervisory/management level position.
o Multi-unit, multi-state HR experience as a Human Resources Manager or Generalist
o Distribution, warehouse HR experience preferred
Expected Outcome:
o Maintain annual department operating spending at or below budget.
o Maintains integrity of policies, procedures, reports
o Manages Employee Performance Management Process
o Continued improvement in Employee Survey results and cultural integration
o All Employee relations issues investigated, documented appropriately and in a timely manner.
o Support managers in employee relations, employee development, performance evaluations to ensure consistency and adherence to company and any and all regulatory polices and procedures.
o Continued improvement in HR operations, processes, procedures and customer service.

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