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Company Contact Info
5201 Woodward Ave
Stevens Point, WI
- Doreen St. Onge
- Phone: (715) 544-1793
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Human Resources Manager
Ki Mobility • Stevens Point, WI
Posted 29 days ago
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Exempt / Salary
Human Resources Manager
The Human Resources Manager is responsible for the development of processes and metrics that support the achievement of the organization’s business goals. Coordinates the implementation of people-related services, policies, and programs. Recommend to the Leadership team changes to policies and programs to ensure continuous alignment with company values and employment laws.
Essential Job Functions
To perform the job successfully, the individual must accomplish the following:
- Assists Leadership team in the development and implementation of personnel policies and procedures.
- Oversees and manages the work of reporting Human Resources staff.
- Encourages the ongoing development of the Human Resources staff.
- Monitors the performance evaluation program and revises as necessary.
- Performs benefits planning, change reporting, and develop effective means of communicating benefits information to employees.
- Develops affirmative action program.
- Handles employee relations concerns along with the leader.
- Direct continuous improvement of the HRIS.
- Maintains compliance with federal, state and local employment and benefits laws and regulations.
- Organization development;
- Oversee compensation program
- Develop “Employer of Choice” recruitment program
- Selects company use of insurance brokers, insurance carriers, pension administrators, and other outside sources.
- Leads the development of department goals, objectives, and systems. Provides leadership for Human Resources strategic planning.
- Establishes HR departmental measurements that support the accomplishment of the company's strategic goals.
- Manages 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.
- Utilizes the HRIS system to eliminate administrative tasks, empower employees, and meet the other needs of the organization.
- Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee onboarding or orientation, management development, production cross-training, the measurement of training impact, and training transfers.
- 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 periodic surveys to measure employee satisfaction and employee engagement.
- Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them. Makes certain that the managers know how to successfully, ethically, honestly, and legally communicate with employees.
- Conducts investigations when employee complaints or concerns are brought forth.
- Monitors and advises managers and supervisors in the system of the company. Monitors the implementation of an improvement process with non-performing employees.
- Reviews, guides, and approves management recommendations for employment terminations.
- Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
- Leads 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 (ADA), the Family and Medical Leave Act, 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.
- Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Minimizes risk.
- Designs, directs, and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
- Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
- Manages a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to leadership team.
- Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
- Keeps the President and leadership team informed of significant problems that jeopardize the achievement of company goals and those that are not being addressed adequately at the line management level.
● A bachelor's degree in Human Resource Management is required
● Minimum five years of related HR experience required
● PHR or SPHR Certification
● Knowledgeable in federal and state employment guidelines
● Strong organization skills
● Communicate professionally, verbally and in writing
● Knowledge of MS Office products
● Maintain confidentiality at all times
● Efficient and able to multitask
● Standard working conditions include an office environment and manufacturing environment.
● Position may require extended hours on occasion, including evenings and weekends
● Position requires frequent sitting, wrist manipulation, walking, and standing.
● Requires lifting up to 10 pounds frequently and up to 40 pounds occasionally.