Employee Relations: Provides advice and counsel to management regarding employee relations such as conflict management, discipline, terminations and performance; ensures compliance with applicable employment laws and best practices.

HR Programs and Systems: Reviews human resources programs, systems, policies and procedures to evaluate the effectiveness and identify opportunities to streamline; ensures compliance with applicable employment laws and best practices. 

Training & Development: Creates, implements and delivers training courses and development opportunities for individuals and departments with consideration for business goals; training includes goal alignment, performance reviews, etc. 

Workforce Planning & Succession: Collaborates with leaders and utilizes the 360 degree review process to manage performance as well as identify top performers to aid in succession planning efforts. 

Benefits: Manages the development and administration of all employee benefits programs, including wellness and EAP; creates census data for benefit proposals, evaluates offerings and makes recommendations for selection based on cost, company and employee needs. 

Recruiting: Directs the work of team members to determine hiring needs, develop job descriptions, recruit and screen candidates in conjunction with hiring managers; utilizes external sources and community partnerships to attract and retain highly qualified employees. 

Hiring: Facilitates and leads the delivery of behavioral and competency based interviews in addition to pre-employment activities such as background checks, drug screens and new hire orientation. 

Payroll: Reviews and approves the processing of payroll and audits benefit/payroll data; troubleshoots processing issues in conjunction with third-party vendors. 

Department Leadership: Leads and mentors human resources, payroll and training team members; reviews HRIS actions and related forms for accuracy in data processing. 

Strategic Alignment: Develops and executes human resource initiatives in alignment with strategic goals utilizing key metrics such as turnover rates, employee surveys and individual performance goals. 

Regulation & Compliance: Ensures compliance of human resource programs with all state and federal employment regulations, including EEO-1 reporting, Workers’ Compensation and FMLA. 

Compensation: Administers compensation and Workers’ Compensation programs by conducting annual market salary research and maintaining documentation of injuries and the OSHA 300 Log