Human Resources Manager

As a member of the Talent Management department, the Human Resource Manager works with the Director of Human Resources to develop, implement, and evaluate ongoing human resources policies and programs and is responsible for managing a range of activities related to employee relations and compliance functions
Responsible for the oversight of the recruitment of administrative staff, compliance, employee relations, training and development and other human resources initiatives. Partner with management to communicate Human Resources policies, procedures, programs, and laws. Investigate and resolve all types of employment complaints. Thoroughly document investigation interviews, and make recommendations in a timely manner and ensures consistent employee relations approach and policy application across the Firm. Works in partnership with the Director of Human Resources on these matters. Ensure Human Resources practices are consistently applied across all offices and administrative departments, ensures each office is compliant with internal policy as well as external government requirements. Act as a business partner with the administrative departments on all Human Resources practices. Establish and lead the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce. Work closely with the Human Resources Team to develop and implement creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidates. Ensure that the new hire orientation process properly introduces new employees to the Firm’s culture and works with Administrative Departments to develop a successful on-boarding plan for each new hire. Responsible for the administration of equal opportunity and affirmative action programs. Develop programs to enhance employee relations and offer employee support to each staff member. Coach and train managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them. Make certain that the managers know how to successfully, ethically, honestly, and legally communicate with employees. Administer the performance management process and evaluate the program each year. Monitor and advises managers and supervisors in the progressive disciplinary process. Monitor the implementation of a performance improvement process with non-performing employees. Along with the Human Resources Director, review, guide, and approve management recommendations for employment terminations. Lead 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. Administration of the Firm’s affirmative action program; files EEO-1 annually; maintains other records, reports and logs to conform to EEO regulations. Direct the preparation of information requested or required for compliance with laws. Protect the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Minimizes risk.
Bachelor's degree or equivalent in Human Resources, Business, or Organization Development. Minimum of seven years of progressive leadership experience in a Human Resources position with an emphasis on employee/labor relations. Extensive knowledge of employment laws and employment practices, with experience in conducting all types of employment investigations. Knowledge of California employment law preferred. Knowledge and experience in employment law, affirmative action plans, compensation, organizational planning, recruitment, organization development, employee relations, employee engagement, and employee development. Evidence of the ability to practice and coach organization managers in the practice of a high level of confidentiality. People Management experience preferred, coaching, training and mentoring staff. Excellent organizational management skills.

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