Responsible for the success and direction of goals in relation to the Human Resources Department. Provides direction for all HR Department personnel at all locations. The Manager of Human Resources is responsible for providing strategic and tactical direction and leadership to the Human Resources team and for the formulation and implementation of legally compliant Human Resources strategies, initiatives, and policies that are focused on attracting and retaining a talented and diverse workforce and contribute to the achievement of the company’s overall corporate objectives and profitability, in order to support the growth of the business and companies overall vision. 

Essential Functions:
• Develops and initiates new programs and services, some of which are related to the Company strategic long-range plans.
• Evaluates need for initiation, extension, modification, or curtailment of services and benefits.
• Guides the overall goals and direction of the HR Department.
• Develops short-term and long-range plans to carry out the mission of the Company.
• Conducts an ongoing needs assessment for all phases of HR activities.

Develop and execute human resources strategies and initiatives in alignment with business needs/ strategies and provide leadership and guidance on approaches, tools, programs, and processes while sharing knowledge and insight about best practices in human resources management.

Develop and implement talent acquisition strategies ensuring effective sourcing, recruitment, selection and onboarding activities for all exempt and non-exempt positions. Assist with and participate in activities and processes to ensure staffing goals are met.

Working with supervisors, manage employee development activities to improve productivity and meet business demand. Oversee coordination of career development opportunities and other programs to maximize utilization and engagement of the company’s human resources assets.

Provides consultation, guidance, and leadership to supervisors/management to maintain a positive workplace environment and employee relations, identifying solutions for issues negatively affecting employee engagement, retention, and risk management and that contribute to competitive advantage.

Working with supervisors, provide guidelines, direction, and support for resolving workplace and performance issues and the administration of the disciplinary process.

Ensure effective human resources information system management to provide accurate employees records that comply with applicable federal, state and local laws and quality service for payroll and benefits to employees.

Working with supervisors, develop and maintain job descriptions to support employee communication, training, talent acquisition, performance management, compensation, and legal requirements.

Design, develop, communicate, implement, and evaluate total rewards (compensation and benefit) programs to ensure programs support the company’s strategic and business objectives and meet legal requirements.

Develop and implement compensation guidelines and recommend changes to ensure maintenance of the compensation objectives and competitive market position.

Provides direction and administration for employee benefits program to ensure group health, welfare and savings plans for employees to meet company objectives and administered in accordance with plan guidelines, federal and state regulations, and company policies and procedures.

Ensure compliance with federal, state and local laws governing equal employment opportunity, occupational safety and health, workers’ compensation, wage and hour regulations, and labor relations, including, but not limited to Title VII, ADEA, Equal Pay Act, FLSA, ADA, OSHA, FMLA, ERISA, and NLRA.

Participate in developing effective safety and health policies. Working closely with operations management, determine environmental, health and safety goals, evaluate current policies, identify problems and develop processes, procedures to ensure workplace safety and regulatory compliance. Effectively manage workers’ compensation claims and return to work programs.

Participate in the budget process as it relates to staffing, compensation/benefits, employee development, and employee engagement/relations budgets.

Develop and maintain key performance indicators for human resources to evaluate effectiveness and support decision-making.