Job Description

SUMMARY
The HR Manager is responsible for leading and/or supporting strategic HR initiatives, such as HR projects and implementations for an operating group or region of an operating group, so that resources are allocated appropriately, records are consistently maintained, and a consistent approach is applied. Serves as point of contact to operational leaders. Supports HR compensation work such as mass pay changes, annual bonus payouts, and annual performance reviews. Manages responses to audits and coordinates delivery of information, both for state agency and internal audits. Salary $65,000.

ESSENTIAL JOB FUNCTIONS
To perform this job successfully, an individual must be able to satisfactorily perform each essential function listed below:
• Serves as a partner with Operations Management for all HR duties.
• Coordinates with local operations management and finance as necessary to process mass pay changes, annual bonus payouts, and annual performance reviews.
• Serves as primary point of accountability for assigned state agency or internal audits. Provides reports or requested documentation, either producing individually, or seeking out and engaging the best resources to enable compliance with the request.
• Plans and coordinates activities, services, and programs among departments and personnel across the operating group, which may include rollout of new initiatives such as corporate mandates, compensation program changes, training, performance management, or policy and procedure changes.
• Utilizes reports and metrics to suggest improvements regarding systems, processes, or business priorities.
• Identifies and leads project implementation for potential areas of opportunity with respect to employee engagement/retention, compliance, and HR quality improvement.
• May develop or deliver training and teaching materials based on project or implementation requirements and development of leaders.
• Ensures the HR Assistant (HRA) team maintains accurate, confidential employee personnel records and completes required documentation in compliance with agency standards and HR policies. Oversees the team's execution of recruitment support activities, including job postings, background and credential verifications, and new-hire onboarding, to ensure all employment documentation is complete and timely. Ensures the HRA team processes employee status changes, leave requests, performance review documentation, benefits administration, and open enrollment communications while appropriately escalating complex HR and employee relations matters to the HR Business Partner. Monitors the team's maintenance of HR tracking systems, reporting, and other administrative functions to ensure accuracy, efficiency, and compliance with organizational requirements.
• Performs other duties and actions as required.

SUPERVISORY RESPONSIBILITIES

◦ Provides day-to-day supervision, guidance, and performance oversight of the HR Assistant team, ensuring work is completed accurately, timely, and in compliance with organizational policies, procedures, and applicable regulations.

Minimum Knowledge and Skills required by the Job
The requirements listed below are representative of the knowledge, skill, and/or abilities required to perform the job:

Education and Experience:
• Bachelor’s Degree in human resources preferred.
• 3-5 years related Human Resources experience required.
• At least one year in a management/supervisory role is required. Ability to mentor and motivate direct reports.

Certificates, Licenses, and Registrations:
• None required

Other Skills and Abilities:
• Strong presentation and communication skills
• Demonstrated organizational skills and ability to meet deadlines
• Flexibility
• Technologically proficient with the ability to quickly learn and effectively utilize new software, HRIS platforms, and digital tools to improve efficiency and support business operations.
• PowerPoint, Excel, project management tracking
• Ability to build relationships and achieve results through indirect reports

Other Requirements:
• Travel as needed, generally occasional; may be more frequent depending on project initiatives and requirements.

Physical Requirements:
• Sedentary work. Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.