Sign In
 [New User? Sign Up]
Mobile Version

Human Resources Manager

Rhee Bros., Inc.


Location:
Hanover, Maryland 21076
Date:
07/24/2017
2017-07-242017-08-23
Job Type:
Employee
Job Status:
Full Time
Shift:
1st Shift
Rhee Bros., Inc.
  •  
  • Save Ad
  • Email Friend
  • Print
  • Research Salary

Job Details

The Human Resources Manager is responsible for designing, implementing, and directing HR policies, procedures and programs aligned with the strategic goals of the company and visions of the leadership, including the design and implementation of initiatives that promote accountability to the organization's culture and core values.

Key responsibilities include representing company in matters of HR, building and reinforcing corporate culture, recruiting & retention, compensation & benefits, review & coaching, conflict management, training & development, legal compliance, enforcing HR policies & procedures, and developing strong employee relations.

 

Duties and Responsibilities

Policies & Procedures:

  • Create, implement, update and enforce HR policies, procedures and practices

Employee Relations:

  • Point of contact for employees and managers for HR related matters and concerns.

  • Bridge management and employee relations by addressing and resolving demands, grievances or other issues

  • Represent company at labor union negotiations; investigate grievances and complaints.

  • Plan and conduct surveys and make recommendations based upon findings

  • Develop effective communication strategy and tools & methods

Recruiting & Retention:

  • Oversee the recruitment process

  • Perform staffing duties, refereeing disputes, terminating employees and administering disciplinary procedures. Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems

Training & Development:

  • Develop HR training programs and teach courses.

  • Recommend, evaluate and participate in staff development.

  • Support current and future business needs through the development, engagement and the motivation of associates

Performance Management:

  • Leads the development of department goals, objectives, and performance management systems. Establishes HR departmental measurements that support the accomplishment of the company’s strategic goals.

  • Manage the performance management process throughout the year.

Organization Design & Culture:

  • Champion the culture change

  • Plan, develop, implement and execute employee engagement programs and activities.

Headcount Planning:

  • Review and develop headcount planning and needs

Labor Regulatory Compliance:

  • Represent company at personnel-related hearings and investigations

  • Manage the employment compliance to regulatory concerns regarding employees current work status

  • Provides advice and counsel to department heads, managers and staff on updating and interpreting programs.

  • Advise managers on organizational policy matters such as equal employment opportunity and harassment and recommend corrective solutions.

  • Be the authority and source of reference for HR related matters.

Duties and Responsibilities

Policies & Procedures:

  • Create, implement, update and enforce HR policies, procedures and practices

    Employee Relations:

  • Point of contact for employees and managers for HR related matters and concerns.

  • Bridge management and employee relations by addressing and resolving demands, grievances or other issues

  • Represent company at labor union negotiations; investigate grievances and complaints.

  • Plan and conduct surveys and make recommendations based upon findings

  • Develop effective communication strategy and tools & methods

Recruiting & Retention:

  • Oversee the recruitment process

  • Perform staffing duties, refereeing disputes, terminating employees and administering disciplinary procedures. Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems

    Compensation & Benefits:

  • Research compensation surveys

  • Design and recommend compensation structure

    Training & Development:

  • Develop HR training programs and teach courses.

  • Recommend, evaluate and participate in staff development.

  • Support current and future business needs through the development, engagement and the motivation of associates

    Performance Management:

  • Leads the development of department goals, objectives, and performance management systems. Establishes HR departmental measurements that support the accomplishment of the company’s strategic goals.

  • Manage the performance management process throughout the year.

Organization Design & Culture:

  • Champion the culture change

  • Plan, develop, implement and execute employee engagement programs and activities.

Headcount Planning:

  • Review and develop headcount planning and needs

    Labor Regulatory Compliance:

  • Represent company at personnel-related hearings and investigations

  • Manage the employment compliance to regulatory concerns regarding employees current work status

  • Provides advice and counsel to department heads, managers and staff on updating and interpreting programs. 

  • Advise managers on organizational policy matters such as equal employment opportunity and harassment and recommend corrective solutions.

  • Be the authority and source of reference for HR related matters.

    Administration:

  • Support Dept. staff in assigned project(s) based work.

  • Champion HR related requirements such as job descriptions, evaluations, status changes, pay changes, promotions, etc.    

  • Provide current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion.

  • Keeporganized records and files in document management system (electronic and paper documents). Administer entries into the HRIS system.

  • Represent the company when responding to employment verification requests from government, financial institutions, unemployment claims, mortgage data requests, garnishments, etc.

  • Prepare and control human resources operations budget

  • Process and administer new employee on boarding and process terminations

Requirements

Bachelor (Required) / Master (Preferred)'s degree and seven years of human resource experience, or nine years of experience in HR field. 

  • Proven HR administrative skills
  • Proven HR leadership skills
  • Proven HR culture building skills
  • Passion for working with and developing people
Powered By