Key Responsibilities:

HR Strategy - The HR Manager is responsible for developing and implementing HR strategies that align with the organization's goals and objectives.

HR Policies and Procedures - The HR Manager is responsible for partnering with Compliance in developing and implementing HR policies and procedures that comply with federal and state laws and regulations.

Resource Planning - The HR Manager is responsible for creating and updating th strategic workforce plan. Partners with Talent Acquisition on the recruitment and hiring process, including developing job descriptions, posting job openings, reviewing resumes, conducting interviews, and making hiring decisions as needed.

Employee Relations - The HR Manager is responsible for maintaining positive employee relations, addressing employee escalations grievances, and ensuring that employees are treated fairly and in compliance with company policies and procedures.

Performance Management - The HR Manager is responsible for partnering with Talent Development to developing and implementing performance management programs, including setting performance goals, providing feedback and coaching, and conducting performance evaluations for their assigned client group.

Key Skills:

Leadership - The ability to mentor a team of HR professionals.

Strategic Thinking - The ability to think strategically and develop long-term plans that align with the organization's goals.

Communication - The ability to effectively communicate with employees, management, and external stakeholders.

Talent Acquisition - A comprehensive understanding of recruitment and hiring practices, including developing job descriptions, conducting interviews, and making hiring decisions.

Employee Relations - A comprehensive understanding of employee relations practices, including addressing employee escalations grievances and maintaining positive employee relations.

Performance Management - A comprehensive understanding of performance management practices, including setting performance goals, providing feedback and coaching, and conducting performance evaluations.

Change Management - The ability to manage change related to HR practices, including managing resistance to change.

Compliance - A strong understanding of federal and state laws and regulations related to HR, including equal employment opportunity, wage and hour laws, and workplace safety regulations.

Interpersonal Skills - The ability to build relationships and work effectively with employees, management, and external stakeholders.

Problem-Solving - The ability to identify and solve complex HR-related issues, such as employee disputes or compliance violations.

Other Qualifications: