Human Resources Manager

Division: Administrative Services
Department: Human Resources
Supervised By: Executive Director of Administrative Services
FLSA Status: Exempt/Regular/Full-time
Effective Date: May 2009

Supports the Executive Director of Administrative Services in charting a deliberate course into a partnership with each department in the organization. Provides supervision to assigned staff in the Human Resources Department and provides overall HR Department supervision in the absence of the Executive Director of Administrative Services.

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Retrieves and analyzes data from HRIS system in order to provide supervisors with reports as it relates to recruitment and retention.
• Participates in Administrative Services and QLF meetings.
• Responds to employee questions, concerns and grievances to insure resolution in a timely manner in conjunction with Executive Director of Administrative Services.
• Reviews and communicates policy updates as related to recruitment, retention and employee relations in conjunction with HR Representatives.
• Assist Executive Director of Administrative Services in the development of a diversity program.
• Provide customer and HR support to designated departments within assigned division (i.e. FMLA, exit interviews, PES processing, discipline)
• Overall coordination of PES evaluation base increase/payout process.
• Active member of the Design Team.
• Process and coordinate unemployment claims; represents Hamilton Center at unemployment hearings
• Update staff on HR federal and state compliance changes (i.e. FMLA, COBRA etc.)
• Update manning table for staff changes
• Actively monitors insurance trends and assists Executive Director of Administrative Services with negotiation of benefits through broker.
• Serves as a liaison between HCI and benefit vendors.
• Update and communication of PES manual updates.
• Oversee policy updates to supervisor and employee handbook.
• Oversees development of a strong recruitment and retention program.
• Must be able to perform professionally during crisis situations.
• Serves as a model for reinforcing quality internal customer relationships.
• Oversees recruitment, benefit and training functions to assure initiatives are achieved.
• Leads the HRIS initiative. Works to integrate People Trak and the HR Department.
• Assist with HR investigations In conjunction with Executive Director of Administrative Services,
• Completion of designated compensation surveys.
• Research, analysis and determination of new/revised position compensation ranges.
• Monitor overall HR budget and expenditures. Attend budget meetings as required.
• Oversees electronic PAF procedure and updates.
• Special projects as assigned by Executive Director of Administrative Services.
• Conduct one assigned orientation training (Quality, CPI or CPR/First Aid)
• Serve as a backup for orientation training as required.
• Performs other duties as assigned.
  

Provides day-to-day supervision to assigned Human Resources staff in the Terre Haute office. Provides supervision for the HR Department in the absence of the Human Resources Director. Carries out supervisory responsibilities in accordance with Hamilton Center’s policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

• Bachelor’s degree in Human Resources, Business Administration or related field plus four years direct HR experience OR Associate degree plus seven years direct HR experience.
• Familiarity with other compliance requirements such as EEOC,FLSA, ERISA, OSHA, COBRA, ADA, FMLA, I-9 and all state and local employment regulations.
• Ability to assess organizational needs and develop/implement timely and appropriate corresponding systems and programs a must.
• Consulting, guiding and supporting management and employee requests for information/direction a must.
• Experience with strategic planning—specifically within HR function a plus.
• Experience creating, installing and running systems applications to support internal and external recruiting preferred.
• Experience with the administration, tabulation, interpretation and feedback of employee surveys preferred.
• Proficiency in Microsoft Office.
• Strong written and verbal communication skills.
• Strong attention to detail, independent thinking and follow through.
• Strong customer orientation (customers will include line hiring managers for HR Representative support and other HR business units for compensation, benefit, payroll, policy and procedures).
  

• Human Resources Certification (SPHR, PHR, CCP, CBP or CEBS) preferred on hire/transfer. Required within three months of hire/transfer.
• Valid driver’s license in accordance with HCI motor vehicle policy.
  

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions

While performing the duties of the job, the employee is regularly required to communicate in person or by telephone. The employee must be able to travel to complete job responsibilities. While performing the essential duties of this job, the employee may be required to climb and/or lift. Must be able to lift 30 pounds.

Job related activities are performed in administrative and clinical areas with primary focus being staff driven. There are some civic duties that indirectly and directly relate to promoting the Center. Professional attire must be worn during working hours. Extensive travel may be required to fulfill responsibilities. Pressure and stressful situations present themselves overtly and covertly which must be managed on a daily basis. Error in judgment can have a dramatic affect on the organization.

• Completion of tuberculin screening no later than three days prior to first day of employment and annually thereafter
• Completion of a pre-employment drug screening and completion of post-employment drug or alcohol tests upon reasonable suspicion of use.
• Completion of Center-wide orientation and ALL required paperwork prior to reporting for work
• Demonstrated computer literacy through successful completion of pre-employment testing may be required.
• Completion of HCI Commitment to Quality training
• Attendance at all mandatory staff development and training
• Successful completion of a six month on the job orientation period
• Participation in payroll electronic deposit
• Adherence to Compliance Program Plan
• Satisfactory reference and background investigation checks.

Job descriptions are not intended, and should not be construed, to be exhaustive lists of all responsibilities, skills, efforts or working conditions associated with a job. They are meant to be accurate reflections of the principle job elements essential for making fair pay decisions about jobs.

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