E/J Human Resources Manager (44385-5)
Interplace, Inc
ESSENTIAL JOB FUNCTIONS
Human Resources Management
1. Develops and implements human resources goals and strategies based on MAI’s business goals and strategies.
2. Plans and designs human resources policy and procedures.
3. Works with the management team to determine MAI’s talent needs; hires recruiting agencies to search for potential candidates, screens and identifies prospects and provides recommendations to top management and deparment managers.
4. Manages compensation program by conducting market compensation benchmarking, developing salary structures and providing recommendations for the COO and Department Managers to determine salary and annual bonus.
5. Works with the Director of Sales and the Controller to determine MBO objectives and manage sales incentive plans and get the final approval from the President.
6. Plan, design and manage performance management programs; design processes, evaluation criteria and forms, conduct manager and employee training, monitor progress and design performance improvement and employee development plans with managers.
7. Plan, design and deliver manager and employee training programs with outside consultants/organizations.
8. Maintain and update Employee Handbook to reflect organizational needs.
9. Maintain and update employee records in the ADP program.
10. Listen to employee needs, complaints and issues and provide advice and consultation, as necessary.
11. Process payroll on a semi-monthly basis.
12. Conduct processes for employee onboarding, including determining starting pay by working with department managers, issuing offer letters, conducting background checks and providing orientations.
13. Process necessary documentation for employee termination and conduct and record exist interviews.
14. Administer benefits including health and life insurace plans, STD,LTD, FMLA, Workers Comp and COBRA by working with brokers and outside consultants.
15. Works as a contact point with attorneys for HR-related legal matters, such as potential litigations and incidents for legal matters. (Contacting outside legal professionals requires the President’s approval).
16. Conduct employee opinion survey as necessary to understand employee needs and issues.
17. Administer all HR-related micellaneous activities.
Human Resources Management
1. Develops and implements human resources goals and strategies based on MAI’s business goals and strategies.
2. Plans and designs human resources policy and procedures.
3. Works with the management team to determine MAI’s talent needs; hires recruiting agencies to search for potential candidates, screens and identifies prospects and provides recommendations to top management and deparment managers.
4. Manages compensation program by conducting market compensation benchmarking, developing salary structures and providing recommendations for the COO and Department Managers to determine salary and annual bonus.
5. Works with the Director of Sales and the Controller to determine MBO objectives and manage sales incentive plans and get the final approval from the President.
6. Plan, design and manage performance management programs; design processes, evaluation criteria and forms, conduct manager and employee training, monitor progress and design performance improvement and employee development plans with managers.
7. Plan, design and deliver manager and employee training programs with outside consultants/organizations.
8. Maintain and update Employee Handbook to reflect organizational needs.
9. Maintain and update employee records in the ADP program.
10. Listen to employee needs, complaints and issues and provide advice and consultation, as necessary.
11. Process payroll on a semi-monthly basis.
12. Conduct processes for employee onboarding, including determining starting pay by working with department managers, issuing offer letters, conducting background checks and providing orientations.
13. Process necessary documentation for employee termination and conduct and record exist interviews.
14. Administer benefits including health and life insurace plans, STD,LTD, FMLA, Workers Comp and COBRA by working with brokers and outside consultants.
15. Works as a contact point with attorneys for HR-related legal matters, such as potential litigations and incidents for legal matters. (Contacting outside legal professionals requires the President’s approval).
16. Conduct employee opinion survey as necessary to understand employee needs and issues.
17. Administer all HR-related micellaneous activities.
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