Human Resources Manager

Essential Duties

• Leads the firm’s talent recruitment efforts; develops and executes best practices for hiring and talent management; supports new staff onboarding processes and procedures
• Monitors and ensures the firm's compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews and modifies policies and practices to maintain compliance
• Manages staff relations, ensuring the firm’s policies are applied consistently and in support of effective conflict resolution
• Administers the firm’s compensation and benefits programs and ensures that they are competitive and equitable

• Oversees the maintenance of employee records and HR files

• Provides coaching and guidance to managers on HR policies and people management
• Coordinates the implementation of strategies in support of the firm’s diversity, equity, and inclusion values
• Partners with the firm’s leaders to enhance a positive, engaged work culture that integrates the interests, talents, and contributions of all employees and reinforces behaviors that exemplify company values
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policies, practices, and resources

Competency Profile

• Technical Expertise: Draws upon knowledge and experience in the management of all human resources functions, including employment law, total rewards, performance management, and talent acquisition and retention strategies
• Organizational Agility: Adapts quickly in response to changes in internal conditions and external market demands; connects multiple business processes in support of functional areas and/or firmwide priorities, strategies, and initiatives
• Process Analysis and Problem Solving: Collects and interprets data (qualitative and quantitative) and analyzes processes to identify opportunities for improvement and redesign; leverages technology to improve business processes; focuses on solutions in the execution of work
• Consultation: Possesses the knowledge, skills, and abilities needed to partner with leadership in evaluating business challenges and identifying opportunities for the design, implementation, and evaluation of change initiatives; builds ongoing support for HR solutions that meet the changing needs of the firm
• Curiosity: Seeks new knowledge to enhance personal and professional development; asks thoughtful and focused questions and listens sincerely to the answers; maintains a growth mindset to support the mission of PSC

Expectations of All PSCers

• Collaborates and communicates well with staff and clients in a fast-paced environment with diverse people and projects, fostering a supportive, creative working environment for all PSC colleagues
• Demonstrates initiative, critical thinking, and sound judgment to generate ideas, work approaches, presentation of information, and issue resolution
• Manages workload effectively while engaged in multiple projects concurrently with high accuracy and attention to detail, seeking clarification when appropriate
• Adheres to PSC’s quality assurance processes
• Seeks areas of personal growth and identifies steps toward success, including mentorship, ongoing learning, and professional development opportunities
• Is occasionally available beyond regular work hours as necessary to respond to staff and firm needs

Qualifications

• Bachelor’s degree in business, human resources, or a related field; master’s degree in business or human resources preferred
• A minimum of five years of experience in human resources
• Experience implementing human resources policies and procedures, performance management systems, administration of a total rewards strategy, and employee relations
• HRCI or SHRM certification preferred

Compensation

• Salary range of $79,080–$118,617 commensurate with education and experience
• Competitive medical, dental, life, disability, voluntary vision, and voluntary legal insurance plans
• Company 401(k) contribution
• Paid time off granted upon start date
• Nine paid holidays per year and office closure between Christmas and New Year’s Day
• Paid parking