HR Manager

• Develop and manage a list of procedures and practices for talent acquisition. Partner with marketing to launch talent attraction efforts and create a bench for critical roles.
• Develop, implement and manage effective orientation and onboarding processes to help new hires be set up for success, including implementation of effective 100-day plans.
• Coordinate with management effective interviewing process.  Train management in effective interviews, such as interviews by competencies.
• Develop expertise and network within the company’s industry to create connections, identify talent and source roles on a timely basis.  Develop a set of strategic partners and recruiters to support in the hiring process.  Build a bench of talent for critical roles.
• Identify, recommend and implement process improvement opportunities to make HR process and talent acquisition more efficient.
• Coordinate with Leadership Team the development and management of effective talent assessment and retention program for high performers, including career path discussion, benefits and compensation, coaching for performance, among others. 
• As necessary, develop and implement effective internal program for critical areas.  Partner with universities and technical schools to source areas for future talent development.
• Develop and manager effective compensation program to support employee engagement and retention.

• Develop, implement, and manage performance management process and talent assessment for all levels and grades in the organization.
• Identify, develop, and build training programs and content on critical on ensure effective use of company critical technical skills.
• Ensure effective execution of coaching and training programs to enable leaders to improve communication and engagement across the organization, including core values and culture training programs at all levels.
• Execute the development and implementation of organizational development and wellness and programs.
• Develop, document, and effectively manage Job Descriptions / Job Scorecards across the organization.   Ensure roles are maintained up to date in coordination with leaders.
• Develop, document, and manage program for back up and succession planning for critical roles across the organization. 
• Make informed business decisions based on data and statistics.
• Utilize technology to enhance and measure the results of human resources programs.
• Lead, drive and execute employee engagement surveys, including ENPS, and recognition campaigns to support the development of a culture of excellence, based on values and results.

• Ensure compliance with federal, state and local laws and industry regulations, and advise department managers on legal implications of HR issues related to discipline and employee grievances.   Coordinate with external lawyers or consultants relating to labor compliance in the US, and other international countries where employees are hired.
• Effectively structure and administer payroll and benefits programs.
• Plan and oversee the HR department budget.
• Execute the development, implementation and management of policies and guidelines, database management procedures, equal opportunity employment programs, and employee records and documentation policies.
• Create and implement employee relations policies, and surveys to help increase employees’ job satisfaction and engagement.
• Manage, approve, and schedule PTO (Personal Time Off) and SL (Sick Leave).
• Handle personnel issues and coordinate with leaders as appropriate all related matters to staff conflicts, absenteeism, performance issues, disciplinary actions, firing, etc.  Respond to questions or complaints from employees in a timely fashion.
• Lead all other HR department personnel.  
• Prepare and distribute various reports on HR metrics.
• Coordinate and manage effective controls, internal and external audits to ensure effective compliance with labor requirements.   Implement effective improvements and corrective actions as necessary.

• Lead a team of HHRR professionals to support the HHRR Function.    Develop, train, empower, apply disciplinary actions.   Build skills and back up to ensure continuity of role. 
• Confirm and abide by all internal procedures, policies and regulatory guidance; Expected to take a leadership role in developing a culture that enables employees to perform in accordance with the firm’s values and objectives.
• Effectively plan, design, develop and human resource-related initiatives that support organizational strategic goals; Participate in the planning and development of work methods relating to Human Resources Management.
• Actively participate and engage in other company activities requested by the leader, support other management activities and coordination, staff meetings, among others.  Support company with special projects and workflow process improvements.  
• Lead by and demonstrate company values.

• Bachelor’s degree in human resources or related field required.  Certifications in Professional in Human Resources (PHR) is a plus.
• 10+ years’ experience in the human resources department.  Experience in companies with exempt and nonexempt employees, and operators/associate level employees.
• Strong track records in the Full-Cycle Recruiting, interviewing process, onboarding, Performance Management process and training is required.
• Strong understanding of Benefits & Compensation, payroll and other HR functions, Strategic Planning, Labor Compliance in the US.
• Demonstrated proficiency in Microsoft Office applications especially Excel and Outlook/email, or other Microsoft Office applications.
• Bilingual English/Spanish is preferred.  Fluency in Spanish written, and verbal skills is a plus.
• Demonstrated ability and experience to working in a dynamic environment and under pressure.          

• Strong Communication and Interpersonal skills.  Effective and tactful in difficult or sensitive issues and in working, and communicating well with people from all levels, cultures and backgrounds.  
• Pro-active, results oriented and self-driven.  Proven ability to drive and achieve timely results through effective prioritization and use of resources, systems and processes.   Takes personal accountability for outcomes.  Act with a sense of urgency and adapt to various situations with ease.
• Strong organizational and self-management skills to manage time and priorities to meet deadlines, work independently, maintain composure in difficult situations, strive for continuous improvement.
• Demonstrated ability for Employee Development/Coaching.  Facilitating, supporting and contributing to the professional growth of others.  Active listening and coaching skills.
• Result driven.  Proven ability to achieve timely results through effective management of resources, systems and processes.
• Strong ability to collaborate with team and with other areas to achieve common goals.   Ability to hold people accountable.
• Demonstrated an ability to make thorough decisions in a timely manner.  Acts decisively once all aspects have been analyzed.
• Disciplined team player in regard to policy, procedure and standards.  Resilient and self-confident with “can-do” orientation.
• Strong ability to organize and influencing people to believe in a vision while creating a sense of purpose and direction. 
• Teamwork and collaboration.  Proven ability to work effectively and productively with others to meet objectives.    Ability to contribute and support team decisions and collaborate respectfully and constructively.

• Managing Partners.
• Leadership Team.
• Director, Managers, Supervisors.
• All employees at all levels.        

• Payroll, Benefit, Insurance companies.
• Lawyers, HR Compliance consultants.
• Recruitment companies.
• Training or organizational development, software companies.

• No regulatory or reporting lapses under his/her responsibility.  
• Feedback from employees and from team members is positive and constructive.  
• Execution of role is absent of avoidable disruption or unnecessary costs to the business and/or generates material savings or efficiencies. 
• % of employee retention / turnover according to plan.
• Other Key Performance Indicators related to the HR function such as Compensation / Benefit metrics, service delivery, recruitment, retention, training KPIs, workforce optimization metrics. (see table below)

•  Employee turnover
•  Employee engagement index
• Employee retention rate
•  Employee satisfaction
•  Employee tenure
•  Job abandonment cost
•  Employee turnover cost

•  Applications received per vacancy
•  Cost per hire
•  External hire rate
• Applications received by recruiting source
•  Hired to needed personnel ratio
•  Job offers acceptance rate
•  Time to fill a vacant position

•  High performing employees
•  Profit per employee
•  Human Capital Return on Investment (ROI)
•  Time to process payroll
•  Lost time accounting
•  Performance appraisal participation rate
•  Work performed by staff over-skilled for the complexity of job

• Medical, Dental, Vison and/or which is effective 1st of the month following 60 days of hire date
• 401k
• PTO

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