Human Resources Manager,(9013)

JOB SUMMARY:  The Human Resources Manager guides and manages Human Resources services, policies, and programs for assigned Agency functional areas and ensures effective and efficient use of human talent to accomplish program and Agency goals. The position administers human resources policies and procedures in the areas of legal/regulatory compliance, recruitment, employee relations, training and performance management, and organizational development planning; and provides support to HR Shared Services including tactical implementation of a variety of human resources programs and initiatives.

ESSENTIAL DUTIES and RESPONSIBILITIES:   

1. Perform employee relations functions for assigned functional areas.

   a. Serve as a resource for management in handling employee issues and assist them in counseling employees. Advise managers on HR policies and procedures including corrective discipline practices and procedures. 

   b. Coach and train managers in their communication, feedback, recognition, and interaction responsibilities with employees.  Ensure managers know how to communicate with employees successfully, ethically, and legally.

   c. Review disciplinary letters submitted by managers and monitor the implementation of a performance improvement plan with poor and non-performing employees.

   d. Manage actions and complaints brought against the Agency arising from employment. Review and guide employees through the Agency’s problem resolution procedure.

   e. Conduct employee investigations. Document and track all investigations in the HR case management system. 

   f. Review and guide recommendations for employment termination. Obtain approvals from Director of Employee Relations and/or the Chief Human Resources officer (CHRO) prior to involuntary terminations. Follow proper employe exit strategy outlined in the HR toolkit. 

   g. Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.

   h. Prepare documentation for unemployment requests in the absence of Director of Employee Relations. 

   i. Represent the organization at required EEOC or DC Office of Human Rights for mediations or hearings. 

2. Administer human resources policies and procedures that relate to Agency personnel in assigned functional areas.

  a. Learn and become knowledgeable about the client services, job positions, and general operations of assigned functional areas. Conduct a site visit to each program site for a minimum of twice per year.

  b. Ensure the Agency’s legal and regulatory compliance by keeping current on federal, state, and local labor laws and regulations.

  c. Ensure policies, procedures, and HR programs are consistently administered, aligned with organizational goals and are compliant with professional standards, state and federal regulatory requirements and laws.

  d. Protect the interest of employees and the Agency in accordance with Agency Human Resources policies and governmental laws and regulations.

  e. Ensure that the human resources requirements are successfully executed for internal and external audit and compliance reviews. 

  f. Ensure that job descriptions for all positions in functional areas remain current. Partner with managers in creating and updating job descriptions. Review all new and updated job descriptions for accuracy, style, and format before submitting final approval. 

  g. Act as a back-up for the recruitment team to extend job offers to qualified candidates and prepare offer letters. 

  h. Ensure electronic employee onboarding tasks are completed accurately. Send new employees their job description and Notice of Hire Wage form, and if required, pre-adverse information in accordance with the Fair Credit Reporting Act. 

  i. Maintain current human resources data in Paylocity as changes occur, such as work location and supervisor changes. Support managers by submitting workflows for employee-related changes.

  j. Partner with HR Shared Services (compensation, payroll, and benefits) in providing support to employees. Assist in responding to employee questions and concerns. Utilize the HRIS system to document human resources activities and processes.

  k. Stay up to date on changes to staffing needs, training requirements, and any performance issues experienced by the assigned functional areas.

  l. Oversee and establish procedures for paperwork completion in functional areas. Prepare and/or maintain reports necessary to carry out the functions of the HR department.

  m. Provide functional guidance for HR administrative support needs.

  n. Ensure confidentiality of sensitive HR information and security of electronic personnel file folders. 

3. Provide support for training and performance management.

   a. Plan and conduct new employee orientation, Best Practices in HR Management, Performance Appraisal Training for Supervisors, and other staff training courses as required.

   b. Partner with Professional Development in developing and implementing employee training programs and providing educational materials to support continuing professional development of managers and employees.

   c. Manage 90-day introductory and annual performance appraisal process. Coach and counsel managers on writing and delivering performance evaluations, as needed.

   d. Ensure timely submission of appraisal reports and a review of the same by higher management.

4. Provide support for organizational development planning.

   a. Recommend updates to the Employee Handbook including new policies, approaches, and procedures.

   b. Manage employee communication and feedback for assigned functional areas through such avenues as staff and department meetings, employee focus groups, and one-on-one meetings.

   c. Provide support for organizational planning efforts that evaluate department/program structure, job design, and personnel forecasting. Assist in evaluating plans and changes to plans and making recommendations to executive management.

   e. Keep senior HR management informed of significant problems that jeopardize the achievement of Agency goals, and those that are not being addressed adequately at the operations management level.

5. Maintain professional and technical knowledge by attending continuing professional development programs; establishing personal networks; and participating in professional societies.

6. Participate in mandatory department staff meetings and Agency meetings as needed.

7. Perform other job-related duties as assigned.

EDUCATION and EXPERIENCE:

• Bachelor's degree in human resources or related discipline.
• Six (6) years of relevant human resources experience.
• PHR or SPHR certification preferred. 
• Driving is required. Must have valid local driver’s license and clean driving record.

SKILLS and COMPETENCIES:

• Knowledge of local, state and federal employment laws and HR best practices. 
• Ability to stay up to date with changing laws.
• Ability to write clear emails, reports, or documents for multiple audiences.

Benefits Package: 

• Robust Professional development and training opportunities 
• Medical, prescriptions, dental and vision insurance
• Retirement savings plan with company match
• Company-paid and supplemental life insurance
• Short Term/ Long Term disability
• Group Life Insurance and AD&D
• Other Volunteer Insurance Benefits
• Flexible spending accounts
• Paid vacation, sick and personal leave
• 11 paid holidays
• Tuition reimbursement
• Employee referral bonus program 
• Parenting leave 
• Pet’s Insurance 

Work Schedule: Monday - Friday, 9:00 AM - 5:30 PM