Human Resource/Payroll

• Development of a superior workforce through the HR function
• Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance
• Personal ongoing development
• Oversees the implementation of Human Resources programs through Human Resources staff
• Monitors administration to established standards and procedures; identifies opportunities for improvement and resolves any discrepancies
• Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff
• Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments
• Establishes departmental measurements that support the accomplishment of the company’s strategic goals
• Directs the preparation and maintenance of such reports, as are necessary, to carry out the functions of the department; prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment
• Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company
• Participates in management and company staff meetings and attends other meetings and seminars

Employee Relations

• Formulates and recommends Human Resources policies and objectives for the company with regard to employee relations
• Partners with management to communicate Human Resources policies, procedures, programs and laws
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation
• Conducts investigations when employee complaints or concerns are brought forth
• Monitors and advises managers and supervisors in the progressive discipline system of the company
• Monitors the implementation of a performance improvement process with non-performing employees
• Reviews, guides, and approves management recommendations for employment terminations

Training and Development

Compensation and Benefits

• Assists with the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises
• Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff
• Monitors Management Company pay practices and systems for effectiveness and cost containment
• Leads participation in at least one salary survey per year
• Collaborates with PEO to obtain cost effective, employee serving benefits; monitors national benefits environment for options and cost savings
• Leads the development of benefit orientations and other benefit training through PEO relationship
• Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention
• Conducts periodic review of benefit costs and audits information provided by the PEO

Law

• Oversees Management Company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans with Disabilities Act, the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth; maintains minimal company exposure to lawsuits
• Directs the preparation of information requested or required for compliance with laws. Approves all information submitted
• Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations