Job Description
Job Description
Position Summary:
The Manager Human Resources Consultant is responsible for providing leadership in developing and executing human resources strategy, policies and procedures in support of the business plan and strategic direction of the organization. Provide consultation and serve as an advisor to the Senior Leadership Team on employment matters.
- Essential Responsibilities:
· Strategic Management – Create and implement HR efforts that effectively communicate and support the organization’s operational and strategic plan. Lead the creation, administration and implementation of HR programs in a timely, accurate and consistent manner. Research and analyze HR policies and programs, seeking best practices and continuous improvement in Human Resources and the organization. Interpret policy and provide professional advice and guidance to staff and senior management.
· Employee Relations - Formulate and administer personnel policies, procedures, and Association Standards as approved by the Senior Leadership team. Ensure employees' adherence to policies and procedures. Evaluate/ create the HR policies and procedures for recommendation to Board of Directors and Management for changes and/or updates. Serve as a resource for management on best business practices as they relate to managing employees. Provide employee counseling on personnel matters and/or serve as a mediator for employee relation matters.
· Talent Management- Work with CEO and Management to ensure appropriate workforce and develop high performing work teams to accomplish organization-wide strategic and operational goals. Oversee the recruiting process, working with outsourced recruiting agency and internal HR staff to direct their efforts to fill all open positions. Coordinate internal transitions as necessary. Conduct and analyze exit interviews; providing feedback and recommendations to senior management and managers. Work with the CEO and Senior Management Team to identify key employees and establish succession plans.
· Training and Development – Identify, develop and conduct employee-training programs. Responsible for coordination and implementation of all training initiatives for staff in support of needs identified by management.
· Performance Management - Oversee the annual performance appraisal process of all employees, analyzing evaluation scores and formulate salary increase budgets, in coordination with senior management. Manage all aspects of the CEO’s annual performance evaluation by the Board of Directors as directed by the Chair of the HR Committee.
· Compensation/Job Evaluations - Ensure compensation and job information is current and appropriate to the business needs of the organization through consultation with third-party compensation firm , participation in various salary and wage surveys, publications, training or other means of sharing/networking; determine the optimal application in accordance with AABB’s compensation philosophy. Establish measures to ensure fairness and consistency in classification, compensation and job descriptions including analysis and specifications, organizational structure as well as various related issues to above. Review merit and incentive recommendations for all staff to help ensure adherence to pay-for-performance philosophy.
· Benefits – Supervise the administration of the Association's benefits program which includes the following plans; health, dental, disability, life, defined contribution pension plan, 403(b) program, section 125-Flexible Spending Accounts, and tuition assistance. Periodically perform comparative studies of costs associated with the various plans and propose changes as needed. Serve as the organizations Pension Plan Administrator. Monitor the Plan to ensure compliance with ERISA legislation.
· Compliance - Oversee the administration of and ensures compliance with company policies and federal, state, and local employment laws including but not limited to Affirmative Action Program and Plan, Workers Compensation claims, ADA, FMLA, Government contracting requirements, retirement plans and Equal Opportunity Employer.
· Other duties as assigned.
- Nature and Purpose of Contact with Others:
· Internal -. Provide consultation to and is subject matter expert to Leadership Team, Division Directors, and the Board of Directors regarding HR related issues. Provides guidance and assistance to staff at all levels regarding HR issues.
- Education and Experience:
· Education – Bachelor’s degree in human resources, business, or other related field required. Master’s degree in business, human resources, or other related field preferred.
· Experience - Minimum of 7 years Human Resource management experience creating and executing human resources directives
- Role Specific Certification:
· SPHR or PHR designation required.
- Performance Competencies:
· Strong knowledge of all HR functions.
· Strong knowledgeable of federal/state legislation on HR issues.
· Strong knowledge of compensation and benefits practices.
· Demonstrated fiscal responsibility through effective budgetary management and understanding of department budget’s impact on the overall financial picture of the organization.
· Demonstrated ability to establish policies, guidelines, plans and priorities; ability to identify resources and coordinate with others; monitor progress, evaluate outcomes and improve organizational efficiency and effectiveness.
· Demonstrated technical proficiency and understanding of its impact in area(s) of responsibility.
· Demonstrated ability to analyze, synthesize, evaluate, formulate, and implement decisions; take action and risks as needed; make difficult decisions when necessary and make sound decisions.
· Demonstrated effectiveness in interpersonal communications both orally and in writing.
· Proven ability to foster teamwork, cooperation, consensus, and facilitation of open communication.
· Demonstrated leadership ability of encouraging high standards of behavior and ability to delegate responsibility, adapt leadership style to situations and people, and empower, motivate, and guide others.
· Demonstrated strategic orientation and ability to link long-range visions and concepts to daily work and how to plan actions to fit strategies.
· Demonstrated ability to foster the learning and development of others, accurately access their strengths and areas of development and provide appropriate feedback and avenues for developmental activities.
· Demonstrated ability to hold self and other accountable for following procedures, guidelines, and policies and addressing performance and behavior issues in a timely manner.
- Staff Requirements
· Working knowledge of Microsoft Office programs, including Excel, Word, PowerPoint, Outlook and other programs and databases as needed.
· Use of general office equipment.
· Perform other related duties incidental to the work described herein.
VII. Physical Requirements
This position requires sitting (80%), standing (5%), and walking (15%). Additional physical requirements are as follows:
· Requires lifting materials of approximately 20-25 lbs.
· Often requires computer responsibility which involves extensive use of keyboard, mouse and monitor.
Company DescriptionPTA is hiring on behalf of another company
Company Description
PTA is hiring on behalf of another company