Human Resources Manager Jobs

: Human Resources Manager

SUMMARY:

This position is primarily responsible for developing policies as well as directing and coordinating human resources activities, such as employment, compensation, labor relations, benefits, training, review schedules and employee services by performing the following duties personally or through peers. This position is also responsible for assisting with and providing resource to the Officers and Directors.

Annual Pay Range $80.000.00-$120,000.00

ESSENTIAL DUTIES AND RESPONSIBILITIES:

The following outline is list of essential duties and responsibilities; however, it is not intended to be exhaustive and other duties may be assigned:

INSURANCE:

Negotiates new and renewal insurance policies, covering but not limited to:

• Employee benefits: medical, dental & vision
• EPLI

Responsible for guaranteeing no lapse in coverage dates, territories, employee class groups, types of business entities, and or business functions. HR Manager must guarantee that all people, places and property are covered under one or more policies at all times.

Negotiates rates with all providers, shopping each policy to a minimum of 3 carriers at each renewal date to guarantee the best coverage at the lowest cost.

Schedule and assist with renewals and annual carrier audits.

Management of Workman's Compensation and First Aid Claims. Create policy and procedure for employee claims and execution of claim processing with insurance company.

PAYROLL/401K:

• Review contracted providers annually to determine if they are being successful and fees are comparable to services rendered.
• Maintain relationship with company contracted payroll provider
• Educate employees on 401k offerings
• Maintain relationship with company contracted 401k provider
• Review and approve fees being charged by contracted companies on a monthly basis

• Maintain 401k participation for eligible employees
• Forward any/all employee inquiries to Payroll within 24 hours of receipt
• Assist with annual 401k and payroll audits
• Review all payroll reports and confirm accuracy of information

HIRING:

• Manage interview process confirming technical interviews are conducted and documented in a timely fashion
• Analyze wage, salary reports and data to determine competitive compensation plan.
• Conduct initial telephone/Skype interview
• Create and update postings often to draw talent and identify skills needed
• Confirm all hiring practices are Equal Opportunity Employer compliant
• Review Offer of Employment documents often to confirm all necessary skills are identified and requirements and responsibilities of the position are current and correct
• Negotiate recruitment contracts and fees
• Review all forms and resumes received
• Write, submit and track all Offers of Employment
• Attend job fairs
• Create a standardized application process
• Maintain job postings for open positions in all markets

EMPLOYEE ONBOARDING/EXBOARDING :

• Payroll Paperwork
• Quickbase, Office 365, Remote Access Set Up and Training
• Company Culture and Company Expectations including company Mission, Vision,
• Completion of all company forms, handbooks, policies, and proprietary agreements
• Cell Phone Agreement
• Benefit Paperwork
• Create employee onboarding process to include the following

Values and QUEST/SPIRIT Assessment

• Employee introduction to internal team
• Create termination checklist to include the below
• Create personnel and confidential files
• Exit Interview
• Confirmation of pre-employment testing (TB/Immunization/Pre-Employment Drug Testing)
• Final Payroll
• Collection of all company property
• Compliance
• Employee Equipment/ Attire/ Safety Gear
• Disable all KR Wolfe access and accounts
• New Hire Orientation
• Work with Director of Field Operations to track and monitor Weekly Assessments for new technicians
• Confirmation of pre-employment credentialing (OSHA/Facility Credentials/Manufacturer trainings/Other)
• Reminder of proprietary information agreement
• Background Check
• Credentialing
• 90 Day Temporary Employment Period:

• COBRA filings
• Disable KR Wolfe sponsored credentialing
• Communicate with internal team

EMPLOYEE REVIEWS:

Create, initiate and manage employee review process for all employees.

• Track and monitor all reviews in employee files and Quickbase
• Provide manager reviewing employee with all review forms (peer and self-assessment), employee kudos and/or warnings for prior year and pay history since hire date
• Continually update review forms and procedures to keep process current, in line with the company core values and relevant to the job tasks.
• Ensure that employee review is completed prior to review date, including performance and compensation reviews
• Provide employee a self-assessment form
• Perform 90-Day Initial Assessment Review and Annual Reviews (panel reviews)
• Review Business Unit Managers Monthly reports and prepare personnel forecast to project employment needs.
• Provide three peers including manager, a review form to evaluate employee
• Schedule call with employee and necessary managers on or within two (2) weeks of review date to discuss review details
• Analyze wage, salary reports and data to determine competitive compensation plan.
• Initiate employee review processes a minimum of3 weeks prior to employee's review due date.

EMPLOYEE MATERIALS/TOOLS:

• Distribute, document and track company provided materials, tools, electronics and phones
• Work with Office Administrative Assistant and Marketing to order new materials, shirts and tools to have on hand for future employees
• Create a policy for timeline when tools, shirts, phones, upgrades, etc. can be requested and sent and maintain the dates and deadlines for all employees
• Guarantee that all employees are provided comparable and necessary items and tools

EMPLOYEES:

• Writes directives advising department managers of company policy regarding equal employment opportunities, compensation and employee benefits.
• Manage Open Enrollment for Benefits
• Each January, send prior year annual updates, including pay, vacation time, 401k, etc.
• Track and monitor paid (PTO)/unpaid time off
• Initiate, track and manage all employee compliant trainings including sexual harassment, equal opportunity employment, etc.
• Complete exit interviews
• Monitor, track and execute excessive vacation/sick time
• Listen to employee needs and disseminate information accordingly
• Hire/terminate employees
• Approve all PTO or confirm PTO is denied/approved within 48 hours of submittal.
• Poll employees to establish company pulse on morale and policies
• Answer any/all employee questions regarding KR Wolfe policies, employment, etc. within 24 hours of requested information
• Create programs as needed to restrict employee permissions and/or allowances
• Consults legal counsel and business partners to ensure that policies comply with federal and state law.

• Implement strategies, programs, and policies to maintain company goal of 75% employee retention rate.
• Support and Consult with Director and Management roles to counsel, educate and/advocate employee issues.
• Manage and report employee retention quarterly to COO
• Implement a metrics to report employee growth, retention, elective and non-elective turn­ over. Provide reporting to COO monthly.

Metrics and Deadlines

WEEKLY

• Ensure PTO/Unpaid Time Off Approved

MONTHLY- DUE by 15th:

• Benefits Eligibility Announcement
• Cell Phone Plan Update
• Open Position Status Updates
• Credential Update
• New Hire/ Term Status Updates
• Checklist(s) submitted to COO and CEO for sign-off
• Head Count Staffing Needs/ Utilization
• Workers Comp Claim Updates
• Budget to Actual
• Performance Issues Report
• Equipment to be Returned Status Update
• Tools Update

QUARTERLY- DUE by 15th:

• 401kAssetAccount
• Culture Initiatives Update - Benefit, Employee Gift Program Feedback (Survey Monkey)
• Employee Growth, Retention, Elective/Non-Elective Turnover
• Handbook and Policies Update
• Review Updates
• PTO Accrual Report

ANNUALLY

• Dependability - Follows instructions, responds to management direction; Takes responsibility for own actions; Keeps commitments; Commits to long hours of work when necessary to reach goals.
• Technical Skills - Shares expertise with others.
• Form 1094/1095
• Adaptability - Adapts to changes in the work environment; Manages competing demands; Changes approach or method to best fit the situation; Able to deal with frequent change, delays, or unexpected events.
• Quality Management - Looks for ways to improve and promote quality; Demonstrates accuracy and thoroughness.
• Written Communication - Writes clearly and informatively; Presents numerical data effectively; Able to read and interpret written information.
• Professionalism - Approaches others in a tactful manner; Reacts well under pressure; Treats others with respect and consideration regardless of their status or position; Accepts responsibility for own actions.
• Judgment - Displays willingness to make decisions; Exhibits sound and accurate judgment; Supports and explains reasoning for decisions; Includes appropriate people in decision­ making process; Makes timely decisions.
• Quality - Demonstrates accuracy and thoroughness; Looks for ways to improve and promote quality.
• Oral Communication - Speaks clearly and persuasively in positive or negative situations; Listens and gets clarification; Responds well to questions.
• Leadership - Exhibits confidence in self and others; Inspires and motivates others to perform well; Effectively influences actions and opinions of others.
• Planning/Organizing - Prioritizes and plans work activities; Uses time efficiently; Plans for additional resources; Sets goals and objectives; Organizes or schedules other people and their tasks.
• Teamwork - Exhibits objectivity and openness to others' views; Contributes to building a positive team spirit; Able to build morale and group commitments to goals and objectives; Supports everyone's efforts to succeed.
• Cost Consciousness - Works within approved budget; Develops and implements cost saving measures; Conserves organizational resources.
• Attendance/Punctuality - Is consistently at work and on time; Ensures work responsibilities are covered when absent; Arrives at meetings and appointments on time.
• Quantity- Completes work in timely manner; Works quickly.
• Organizational Support- Follows policies and procedures; Completes administrative tasks correctly and on time.
• Visionary Leadership - Displays passion and optimism; Inspires respect and trust; Mobilizes others to fulfill the vision; Provides vision and inspiration to peers and subordinates.
• Motivation - Sets and achieves challenging goals; Demonstrates persistence and overcomes obstacles; Takes calculated risks to accomplish goals.
• Problem Solving - Identifies and resolves problems in a timely manner; Gathers and analyzes information skillfully; Develops alternative solutions; Works well in group problem solving situations; Uses reason even when dealing with emotional topics.
• Strategic Thinking - Develops strategies to achieve organizational goals; Understands organization's strengths & weaknesses; Adapts strategy to changing conditions.
• Benefits Renewal
• Analytical - Synthesizes complex or diverse information; Collects and researches data; Uses intuition and experience to complement data.
• Innovation - Displays original thinking and creativity; Meets challenges with resourcefulness; Generates suggestions for improving work; Develops innovative approaches and ideas; Presents ideas and information in a manner that gets others' attention.
• Project Management - Coordinates projects; Communicates changes and progress; Completes projects on time and budget; Manages project team activities.
• EPLI Renewal
• Initiative - Volunteers readily; Undertakes self-development activities; Seeks increased responsibilities; Takes independent actions and calculated risks; Looks for and takes advantage of opportunities; Asks for and offers help when needed.
• Ethics - Treats people with respect; Keeps commitments; Inspires the trust of others; Works with integrity and ethically; Upholds organizational values.
• Customer Service - Responds promptly to customer needs; Solicits customer feedback to improve service; Responds to requests for service and assistance; Meets commitments.
• Employee Earning Statements (Prev Yr Comparison to include W-2 info, Increase History, PTO/ Unpaid Time Off Usage)
• Interpersonal Skills - Focuses on solving conflict, not blaming; Maintains confidentiality; Listens to others without interrupting; Keeps emotions under control; Remains open to others' ideas and tries new things.
• Change Management - Communicates changes effectively; Builds commitment and overcomes resistance; Prepares and supports those affected by change; Monitors transition and evaluates results.
• Form 5500
• Business Acumen - Understands business implications of decisions.