Descriptive Summary The Human Resources Manager is responsible for all human resources functions, plans and procedures to serve staff, such as employment, employee relations, legal compliance, human resource information system (HRIS) and personnel policies and procedures. This individual will also work with employees administering Workers' Compensation, disability and unemployment programs, retirement, and benefit plans. Additional responsibilities include leading the agency's talent management efforts including recruiting candidates to meet the agency's employment needs. Key Accountabilities Manage Talent Acquisition for the entire agency addressing the talent needs of all departments and work with senior leadership on long-term talent strategies. Support department leaders providing leadership and guidance in assessing talent and talent needs. Lead recruiting efforts and build a ready-now pipeline of employee candidates to fill existing and future employee needs for each department. Develop meaningful relationships with identified colleges/universities, high schools, recruiters and others casting a wide net for future talent acquisition. Utilize social media to promote the agency's job opportunities and culture. Recommend and develop employee relations practices to foster a positive employer-employee relationship. Work with agency leadership at all levels to develop and execute employee engagement strategies that promote the agency and realize its goal of becoming the employer of choice in the local insurance industry. In collaboration with department leaders, maintain the work structure by updating job requirements and job descriptions (within a consistent format) for all positions as necessary. Lead the development and implementation of performance management program meeting the needs of each department and driving overall employee accountability. Collaborate with Department Managers and Director of Operations for direction on job role definitions and expectations that will be built into performance management program and lead the implementation across all departments. In collaboration with the SVP of Group Operations and Controller, develop a salary band for each role by department that is market competitive and creates more consistency on job salaries across the organization over time. Act as resource for managers to handle personnel management issues including consultative collaboration with managers and direct-to-employee interaction as needed. Conducts investigations into employee relations matters and makes recommendations regarding disciplinary actions. Maintain and ensure consistent and timely development of the agency's employment and personnel policies and procedures. Reinforce the company policies, rules and procedures to ensure employees' well- being. Assist in the coordination of staffing and recruitment processes. Plan onboarding strategies and perform new employees' orientation to deliver an exceptional first week experience. Coordinate employee satisfaction surveys and give actionable insights to improve the employee experience. Conduct and analyze exit interviews and make actionable recommendations based on data. Collaborate with leadership to identify and prioritize human resource needs for each department. Ensure ongoing understanding of internal business/department goals and dynamics. Demonstrates commitment to mission and vision of the organization and helps build character throughout staff. Manages benefits administration to include group health and welfare and voluntary plans, assists employees with plan questions and resolutions, conducts reporting to carriers and communicates benefit information to employees. Ensure legal compliance by monitoring and implementing applicable human resources federal and state requirements and conducting investigations. (5%) Help managers evaluate effectiveness of procedures and serve as facilitator when situations call for a change. Develop training plan when administrative procedures/processes are modified collaborating with the Director of Training, Development and Quality as necessary. Drive continuous improvement by analyzing information to understand effectiveness of solutions and make recommendations to leadership to improve existing or develop new solutions. Maintain focus on and deliver manager/leader key accountabilities with consistency (See Manager/Leader Key Accountabilities). Experience & Qualifications Bachelor's degree in Human Resources Management, Business Administration or related field is required. Handles sensitive information that must not be shared with others with the utmost confidentiality. Experience with building personnel development plans and job descriptions Experience recruiting employee candidates preferred Experience with managing employee benefits enrollment process Skills at developing content and posting on social media websites ideal Excellent organization, planning, and prioritization skills Superior coaching skills Proven ability to influence at all levels Excellent written, listening and verbal communication skills Strong analytical, problem solving and judgment skills Maintains current knowledge of federal, state and local laws governing employee relations practices Demonstrable experience with human resources metrics and knowledge of HR information systems (HRIS) High level of computer proficiency Self-starter and results-oriented team player with a constant focus on improving process Professional Designations/Certification (PHR or SPHR) encouraged Some travel between offices required
