Manager Human Resources
Manages, directs, and evaluates organization's programs regarding the recruitment, development, and retention of employees. Exercises judgment within defined practices and policies. Selects appropriate methods and techniques for resolving problems. Possesses knowledge of Equal Employment Opportunity (EEO) laws and general human resources concepts. Has strong interpersonal and communication skills and is responsive and persuasive at all levels of the organization.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Collects and analyzes HR data, and presents recommendations to leadership.
Prepares internal employee communications regarding compensation, benefits, or company policies.
Identifies legal requirements and government reporting regulations affecting human resources functions, and ensure policies, procedures, and reporting are in compliance.
Conducts recruiting activities as needed to fill vacant positions, including advertising, interviewing, screening, etc.
Advise management in appropriate resolution of employee relations issues.
Administers performance and salary review program to ensure effectiveness, compliance with company policy, and equity within the organization.
Administers benefits programs such as health, dental, and disability insurance, profit sharing and 401(K) plans, employee assistance program, etc.
Represents organization in personnel-related investigations and hearings.
Maintains all personnel documentation, including personnel files and related records and reports.
Work with managers toward continued employee and leadership development.
Coordinates employee activity functions.
PROFILE LEVEL DESCRIPTION
Manages professional employees and/or supervisors; may manage technical/business support or production/operation staff.
Provides technical guidance to employees, colleagues and/or customers.
Adapts departmental plans and priorities to address resource and operational challenges.
Decisions are guided by policies, procedures and business plans.
Has wide latitude for decision making.
Provides formal supervision to professional employees and/or supervisors. Provides technical guidance to employees, colleagues, and/or customers. Approves subordinate's recommendations for staff recruitment, selection, promotion, advancement, corrective action and termination. Effectively recommends same for direct reports to next level management for review and approval. Plans and monitors appropriate staffing levels and utilization of labor, including overtime. Prepares and delivers performance appraisal for staff. Mentors and coaches team members to further develop competencies. Leads by example and models behaviors that are consistent with the company's values.
EDUCATION and EXPERIENCE
Bachelors degree required. 7 to 10 years of experience required. Or equivalent combination of education and experience.
CERTIFICATES and/or LICENSES
Senior Professional of Human Resources (SPHR) or Professional of Human Resources (PHR) preferred
Valid driver's license required.
Develops business plans that take into account longer-term activities, issues, problems or opportunities.
Develops a strategic direction that connects the role of the team to the to the success of AZZ.
Ensures the initiatives and priorities in one’s area are integrated with one another and aligned with AZZ’s priorities.
Gives feedback that is constructive and precise based on facts and behavioral patterns observed, and gives individualized suggestions for improvement.
Takes new initiatives aimed at improving team performance.
- Business Support Systems
- Corrective And Preventive Action (Capa)
- Employee Assistance Programs
- Human Resources