I. Job Summary :
Under the direction of the Director of HR & Administration, the HR Manager will plan, lead, direct, develop, and coordinate the policies, activities, and overall management of the team members of the HR department. The HR manager will ensure that all PVE’s policies, procedures, and practices are within legal compliance and will implement PVE’s talent strategy congruent with PVE’s mission and vision statement.
II. Performance Requirements
A. Physical Demands:
Must be able to move intermittently throughout the work day performing such activities as grasping, lifting, reaching, and perform light physical work exerting up to 10 pounds of force on a frequent basis and up to 20 pounds on an occasional basis. May be required to stand for extended periods of time or work in outdoor settings on occasion.
B. Special Demands/Requirements:
Must be capable of making mature judgments, to function independently, have flexibility, personal integrity, and the ability to work effectively with residents, team members, and support agencies. Must be capable of managing emotions, communicate effectively both orally and in writing, and carry out detailed written or verbal instructions. Must possess the ability to deal tactfully with team members, residents, and their family members, guests, government agencies and the general public. Must be able to exercise independent judgment where procedure cannot be standardized, maintain confidentiality, and above all else ensure that people are treated fairly, with kindness, dignity, and respect.
C. Job Knowledge:
The HR Manager must possess thorough knowledge of the laws, regulations, and guidelines related to personnel administration inclusive but not limited to wage and hour laws, Civil Rights/EEO requirements, compliance with the Americans with Disabilities Act, Leave of Absence requirements and benefits requirements.
D. Reporting for Work:
Must report for work on time and on a regular basis as scheduled. Occasional night, evening, weekend and holiday work may be required as job duties demand. Must be willing to be on occasional standby during off duty hours and serve as the Manager on Duty when assigned. Will be required to respond to emergencies when assistance is needed. May receive telephone calls while off-duty. Works closely with other department supervisors, managers, directors as well as the executive team.
Bachelor’s Degree in Human Resources, Business Administration, or a related field is preferred.
Must have a minimum of 10 years Human Resources experience. Experience in senior living and working with non-profits is preferred.
SHRM, HRCI, CPP preferred.
The position reports to the Director of HR & Administration. The position is responsible for the direct oversight of the HR department.
V. Employment Variables
Must be flexible to meet department needs. Must be able to make decisions regarding what needs to be done which involves evaluation of issues and selecting a course of action from alternatives. Work involves treating a variety of problems, questions, and situations in conformance with established policies and procedures.
VI. Working Conditions
Well-lit, well-ventilated work areas. Congenial, friendly atmosphere with emphasis on respect for each individual. Subject to frequent interruptions. Deals with public, team members, residents, and their families.
Budget and Planning
Collect information and data needed to support the budget planning process.
Complete strategic planning to identify annual goals and objectives that tie into the budget.
Using the current budget, adjust GLs as needed to meet expectations annually and oversee budget of all HR operations.
Report Key Performance Indicators monthly to help support overall organization budget.
Works with senior leadership to purchase team member benefits and workers’ compensation insurance.
Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction, establishing human resources objectives in line with organizational objectives.
Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, EEO compliance, and labor relations.
Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances and decisions.
Conducts wage surveys within the labor market to determine competitive wage rates.
Analyze wage and salary reports and data to determine competitive compensation plan.
Administers salary administration program to ensure compliance and equity within the organization.
Oversees payroll processing to ensure wages are correct, benefits and changes are entered, and that pay is in compliance with federal and state law.
Oversees and audits year end process inclusive of W2s and 1095s.
Writes directives advising department managers of policies regarding equal employment opportunities, compensation, and team member benefits.
Consults legal counsel to ensure that policies comply with federal and state law.
Identifies legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance.
Coordinates management training in interviewing, hiring, terminations, promotions, performance review, safety, and sexual harassment.
Administers performance review program to ensure effectiveness, compliance, and equity within the organization.
Accomplishes results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment, evaluating milestone accomplishments; evaluating course of action; changing assumptions and direction.
Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling and disciplining team members; planning, monitoring, appraising, and reviewing team member job contributions, maintaining compensation; determining customer-service strategies and implementing change.
Oversight of the development and maintenance of a HRIS system that meets information needs.
Oversees the analysis, maintenance, and communication of records required by law or local governing bodies, or other departments in the organization.
Oversees all recruitment programs and procedures, including review and development of an employment application to ensure compliance with the state and federal law.
Oversees team member orientation and Annual Refresher Day program.
Keeps records of: benefits plan participation such as insurance and retirement, team member transactions such as hires, promotions, transfers, performance reviews, and terminations.
Oversees administration of benefits programs such as life, health, and dental insurance, retirement, PTO, sick, LOA, and EAP.
Advises management in appropriate resolution of employee relations issues.
Responds to inquiries regarding policies, procedures, and programs.
Oversees team member separation notices and related documentation, conducts exit interviews.
Represents PVE at personnel-related hearings and investigations.
Monitors workers’ compensation claims and is in the know related to claims status, and return-to-work programs.
Develops a safety and reward program.
Represents PVE at personnel-related hearings and investigations.
Establishes relationships with outside business partners to provide team member services such as temporary team members, search firms, relocation services, background checks, etc.
Updates job knowledge by participating in conferences and educational opportunities; reading professional publications’ maintaining personal networks; participating in professional organizations.
Enhances department and organization reputation by accepting ownership for accomplishing new and different requests; explores opportunities to add value to department and organization; streamlines processes to create efficiencies and sustainability.
Other duties as assigned.
Human Resources Information System (Hris)