Overview

Regional Human Resources Manager

Job Closes:  Open until filled

Smart Workforce Center
Annual Salary $64,182 – $100,284
Full-time Exempt

JOB SUMMARY

The Smart Workforce Center, a private, non-profit, public benefit corporation in Shasta, Trinity, Siskiyou and Del Norte Counties seeks a full time Human Resource Manager to join our dynamic team. The Human Resource (HR) Manager will lead and direct the routine functions of the Human Resource Department including hiring and interviewing staff, administering pay, benefits, and leave, and enforcing company policies, procedures and practices.  The HR Manager plays a key role in staff development and fostering a positive working environment with strong teams that work well together across all departments, designations, and locations. Responsible for administrative tasks and contributing to making the organization a great place to work.

Supervisory Responsibilities:

• Recruits, interviews, hires, onboards, and trains or oversees training plans for new staff.
• Oversees the daily workflow of the HR department.
• Provides constructive and timely performance evaluations.
• Proactively develops leadership team and staff.
• Handles discipline and termination of employees in accordance with company policy.

Duties and Responsibilities:

• Acts as an advisor and resource for CEO and leadership team on all HR and staff-related issues.
• Oversees all HR initiatives, systems and tactics.
• Partners with CEO and the leadership team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, onboarding, training, retention, and succession planning.
• Provides support and guidance to Management, HR Generalists, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, administering leaves, investigating allegations of wrongdoing, and terminations.
• Manages the talent acquisition process, including exploring and analyzing the most effective recruiting and hiring strategies for various positions, tracking and reporting recruiting efficacy using defined metrics, interviewing, and hiring of qualified job applicants; collaborates with Management to understand skills and competencies required for openings.
• Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
• Creates learning and development programs and initiatives that provide internal and external development opportunities for employees; oversees training plans in partnership with Leadership team.
• Develops and oversees effective employee morale programs, including but not limited to employee recognition for performance, work anniversaries, and other milestone achievements.
• Oversees employee disciplinary meetings, terminations, and investigations.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Performs other duties as assigned.

Qualifications and Position Requirements

Ability to exhibit independent judgment in the development, implementation and evaluation of plans, procedures and policies; motivate others; recognize problems and opportunities, presents facts, develop alternatives; organize, schedule and manage workload; plan, direct and coordinate activities; negotiate and administer ; work effectively with employees, vendors, government agencies, community groups and other organizations as necessary; communicate effectively in writing and in person; and handle confidential matters judiciously.

• Bachelor’s degree in Human Resources, Business Administration, or related field required.
• A minimum of seven years of human resource management experience preferred.
• SHRM-CP or SHRM-SCP or SPHR highly desired.
• Strong skills in Microsoft Office programs including Word, Access, Outlook, PowerPoint and Excel are highly desirable.
• Driver’s License Required: Class C

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The Smart Business Resource Center is an Equal Opportunity Employer and complies with the Americans with Disabilities Act. Smart is committed to equal opportunity in its hiring processes. Auxiliary aids and services are available upon request to individuals with disabilities.

Smart Business Resource Center
Job Description
Human Resource Manager

Exempt: Yes

Definition:

The Human Resource Manager will lead and direct the routine functions of the Human Resources (HR) department including hiring and interviewing staff, administering pay, benefits, and leave, and enforcing company policies, procedures, and practices.  Plays a key role in staff development and fostering a positive working environment with strong teams that work well together across all departments, designations, and locations.  Responsible for administrative tasks and contributing to making the organization a better place to work.

Supervisory Responsibilities:

• Recruits, interviews, hires, onboards, and trains or oversees training plans for new staff.
• Oversees the daily workflow of the HR department.
• Provides constructive and timely performance evaluations.
• Proactively develops leadership team and staff.
• Handles discipline and termination of employees in accordance with company policy.

Duties and Responsibilities:

• Acts as an advisor and resource for CEO and leadership team on all HR and staff-related issues.
• Oversees all HR initiatives, systems and tactics.
• Partners with CEO and the leadership team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, onboarding, training, retention, and succession planning.
• Provides support and guidance to Management, HR Generalists, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, administering leaves, investigating allegations of wrongdoing, and terminations.
• Manages the talent acquisition process, including exploring and analyzing the most effective recruiting and hiring strategies for various positions, tracking and reporting recruiting efficacy using defined metrics, interviewing, and hiring of qualified job applicants; collaborates with Management to understand skills and competencies required for openings.
• Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
• Creates learning and development programs and initiatives that provide internal and external development opportunities for employees; oversees training plans in partnership with Leadership team.
• Develops and oversees effective employee morale programs, including but not limited to employee recognition for performance, work anniversaries, and other milestone achievements.
• Oversees employee disciplinary meetings, terminations, and investigations.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Performs other duties as assigned.

Knowledge, Skills and Abilities:

• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Strong analytical and problem-solving skills.
• Ability to prioritize tasks and to delegate them when appropriate.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.
• Travel may be required in this position. If the incumbent drives a personal vehicle while performing required duties, automobile insurance with appropriate levels of bodily injury and property damage must be maintained. The assigned supervisor or human resource administrator will advise the incumbent of the required levels based on driving frequency.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or related field required.
• A minimum of seven years of human resource management experience preferred.
• SHRM-CP or SHRM-SCP or SPHR highly desired.

Physical Demands:

In order to successfully perform the various duties of this job, the employee is regularly required to talk and hear, frequently required to sit, occasionally required to stand, walk, use hands to finger, handle or feel objects, tools or controls and reach with hands and arms, occasionally required to lift and/or move up to 20 pounds. Specific vision abilities required by this job include close vision, depth perception and the ability to adjust focus. Physical demands described here are representative of those that must be met by every employee. Must be able to access and navigate each department at the organization’s facilities. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

SHRM-CP or SHRM-SCP or SPHR highly desired

Minimum Education and Experience