Job Description

The Human Resources and Training Manager leads high level personnel functions and

training/compliance for the agency. In collaboration with the Director of Human

Resources, the incumbent manages and/or provides oversight into critical tasks and

processes including (but not limited to) worker’s compensation, leave administration,

employee discipline and investigations, performance management, HRIS

oversight/configuration, benefits administration, safety, and employee

retention/engagement. This role also coordinates and executes training programs and

initiatives while ensuring compliance with regulatory agencies.

Essential Functions:

**The following duties are considered essential functions of the position.

Reasonable accommodation may be made to enable qualified individuals with

disabilities to perform these functions**.

Departmental Supervision, Leadership and General:

• Provides day-to-day supervision, leadership and guidance to Recruiting and

Retention Specialist, Human Resources Specialist, Administrative Assistant, and

training personnel.

• Holds direct reports accountable for quality work standards, commitments,

deadlines, documentation, and internal/external service expectations.

• Manages, assigns and reviews work of direct reports; approves timesheets and

PTO requests.

• Participates in interviews and hiring decisions.
• Coaches and develops team; conducts performance evaluations and provides

constructive feedback.

• Addresses performance or conduct concerns in collaboration with Director.
• Serves as a strategic resource in providing consultation, advisement and

coaching to supervisors and leaders related to employee relations, performance

management, workforce development, engagement and other matters.

Employee Onboarding/Offboarding:

• Develops and executes processes that ensure all employees are onboarded and

offboarded smoothly and accurately; conducts regular review and audit to verify

compliance.

Recruitment Strategy and Workforce Planning:

• Collaborates with Recruiting and Retention Specialist to develop workforce

stabilization plans and recruitment strategies, build sustainable talent pipelines,

and maximize community partnerships and vendor resources.

HRIS Management:

• Serves as a subject matter expert for Paylocity and Provide systems.
• Regularly reviews, analyzes, recommends, and facilitates updates and additional

configurations based on efficiency and agency needs.

Payroll Assistance:

• Supports Payroll Coordinator with payroll processing during periods of absence,

as needed.

Employee Experience and Organizational Culture:

• Serves as a strategic partner and leader in advancing employee engagement,

culture-building, values integration, recognition efforts, and workforce retention

strategies.

• Collaborates with Director, team and leaders in the planning and execution of

employee events, development programs, and initiatives; tracks, monitors and

reports effectiveness and progress.

Training and Professional Development Execution:

• Serves as the functional administrator and primary business owner for the

agency’s learning-management and training-tracking systems, including course

assignments, user access, content, reporting, data accuracy, troubleshooting,

and coordination with vendors.

• Designs and creates curricula based upon regulatory requirements, leadership

feedback and organizational need.

• Maintains awareness and implements updates to training programs as

compliance changes mandate.

• Applies adult-learning and instructional-design practices to develop accessible

and effective training; evaluates participant understanding, competency,

completion, and training effectiveness; and modifies content or delivery methods

based on results and organizational needs,

• Research effective tools and available resources through state and state[1]contracted entities; develops and delivers training materials in accessible

formats and uses inclusive instructional practices to support varied learning and

communication needs.

• Coordinates annual re-fresher and professional development courses for

employees.

• Conducts competency based on-the-job training or classes to teach and

demonstrate principles, procedures and subject matter knowledge.

• Makes revisions to training policies, as needed.

Training Tracking and Compliance:

• Maintains accurate and timely training records, competency documentation,

certifications, expiration dates, and supporting documentation within approved

systems; monitors upcoming and overdue requirements; communicates

deficiencies to appropriate leaders; and supports corrective action plans.

• Establishes and follows escalation procedures for incomplete, expired,

unsuccessful, or overdue training and promptly notifies appropriate leadership of

compliance risks.

• Ensures flow of information through training programs, including changes in

service procedures, funding sources and accreditation regulations.

• Serves as an agency-wide resource for problem identification and resolution.
• Interacts with internal and external customers to identify opportunities to

improve quality training programs and provide feedback to leadership team.

• Conducts quality assurance audits of programs agency-wide to ensure training

programs are consistent with policies, procedures and regulations and agency

standards are maintained

• Develops and implements training in preparation of and response to internal and

external audits.

• Assists in the creation and tracking of quality performance metrics, reporting and

improvement targets.

Reporting/Recordkeeping/Data Metrics:

• Assists Director in the completion of mandatory reporting; generates and

analyzes reports within HRIS systems, as requested.

• Safeguards personnel, medical, payroll, investigation, accommodation, benefits,

and training information; maintains records in accordance with organizational

policy, applicable law, and established retention and access requirements.

• Develops, monitors, and communicates HR and training metrics, including

completion and compliance trends, turnover and retention information,

employee relations activity, leave and worker’s compensation trends, and other

assigned indicators; identifies risks and recommends improvements.

Employment Law and Policy/Procedure/Process Compliance:

• Stays abreast of federal, state and local employment laws and regulations;

enforces and monitors compliance throughout the organization.

• Advises Director regarding needed policy, practice, training, and system updates;

supports consistent application of organizational policies.

• Develops and maintains written procedures, process documentation, and cross[1]training plans to support continuity of critical HR and training functions.

Benefits and Leave Administration/Performance Management/Disciplinary:

• Supports Director and HR Specialist in the oversight and management of

employee benefits, worker’s compensation, leave administration, performance

management and completing disciplinary investigations, document preparation

and follow-up.

• Assists Director in the handling of prompt, impartial, and appropriately

documented workplace investigations; conducts interviews, prepares findings,

recommends action and maintains investigation files.

• Facilitates the agency-wide performance management process, including

evaluation schedules, forms, system workflows, manager training, completion

monitoring, documentation standards, and reporting.

Safety:

• Develops and implements competency-based training programs in compliance

with OSHA and accreditation regulations.

• Monitors employee use of training resources, tools and equipment,

tracks progress and changes programming as indicated.

• Maintains CRT certification and provides training to staff as required.

General/Other:

• Completes other projects and duties as assigned.
• Assists in developing and monitoring assigned HR and training budgets;

evaluates proposed resources and vendors; and promotes responsible, efficient

use of agency funds.

• Coordinates with approved vendors, consultants, regulatory representatives, and

community or state partners related to HR, training, benefits, safety, and

compliance functions; monitors service issues and elevates concerns to the

Director.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Education, or a related field preferred.
• Associate’s degree with substantial relevant experience may be considered in lieu of a bachelor’s degree.
• Minimum of five (5) years of progressively responsible Human Resources experience required.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification required, or ability to obtain certification within six (6) months of hire.
• Experience working with HRIS platforms such as Paylocity, Workday, ADP, or similar systems required.
• Strong proficiency in Microsoft Office applications required.
• Experience supporting and servicing multiple remote locations preferred.
• Demonstrated experience creating, delivering, and managing employee training and development programs in a compliance-regulated environment required.
• Prior experience supervising, coaching, and providing formal work direction to HR and/or training personnel required.
• Strong knowledge of HR best practices, employee development, and compliance standards preferred.

Knowledge/Skills/Abilities/Other:

• Mission focused; promotes and supports an inclusive, supportive and productive

workforce environment.

• Strong written and verbal communication skills.
• Excellent interpersonal skills to build positive relationships across all

organizational levels; fosters teamwork.

• Decision-making and problem-solving abilities with the ability to handle multiple

tasks simultaneously.

• Above average computer literacy and Microsoft application expertise.
• Able to maintain confidentiality and handle sensitive information with

professionalism.

• Effective time management skills and ability to produce consistent, quality work

product.

• Flexible and adaptable to an ever-changing, fast-paced environment.
• Data analysis skills.
• Proficient in public speaking and leading group training.
• Leadership, mentoring and coaching.
• Thorough knowledge of applicable federal, state, and local employment laws, as

well as human resources practices, processes, and compliance requirements.

• Experience with HRIS systems, preferably Paylocity.
• Ability to communicate in person and through electronic platforms.
• Responsive to time-sensitive employee relations or compliance matters.
• Familiarity with utilizing and navigating audio visual equipment.
• Flexibility with adjusting work schedule to facilitate early morning or evening

training sessions.

Travel Requirements:

*Occasional travel between work locations and agency events/training/conferences is

required. The employee must have the ability to travel by an approved means of

transportation.

Work Environment and Physical Demands:

*The Human Resources and Training Manager generally works within an office setting,

occasional travel for events, training, career fairs. etc. may be required. Prolonged

periods of sitting at a desk and working on a computer and must be able to lift up to15

pounds at times. Must be able stand and move freely for extended periods while

facilitating training sessions.