Job Summary:

The Human Resource Manager will run the daily functions of the Human Resource (HR) department including hiring and interviewing staff, administering pay, benefits, and leave, and enforcing company policies and practices.

Duties/Responsibilities:

• Act as a strategic advisor in all human resource matters and keep the executive team and supervisors informed, as necessary.
  1. Provide expert advice, coaching and counsel to supervisors and employees on HR policy, procedures, and employment/labor laws.
  2. Develop and manage HR department budget.
  3. Manage the streamlining of HR processes, utilizing HRIS tools for maximizing efficiency and accuracy.
  4. Provide HR related training to supervisors. Provide refresher trainings semi-annually.
  5. Maintain relationship with satellite offices employees through regular trips (once per month).
• First point of contact for all employee HR-related questions and issues
  1. Maintain confidentiality and ethical professionalism.
  2. Have an open-door relationship with the employees of Charter. Listen to their issues and advocate for the employees appropriately, while always representing Charter Construction.
  3. Respond to employee relations issues such as employee complaints, performance issues, and investigate when necessary; provide detailed and accurate documentation.
  4. Manage employee communication programs and provide effective tools for employees to access HR information.
• Oversee the general recruiting processes for all positions.
  1. Maintain industry recruiting relationships.
  2. Work with hiring managers to define recruiting needs and job requirements.
  3. Assist managers with the creation of job descriptions needed for positions within their teams.
  4. Keep job descriptions for each position within Charter.
  5. Design and administer special programs, such as referral and bonus programs, needed for recruiting.
  6. Oversee and assist HR Specialist as needed with job postings and review resumes for office and superintendent positions.
  7. Oversee and assist HR Specialist as needed with pre-employment process, including background screening, reference checks and drug screening.
  8. Oversee and assist HR Specialist as needed with getting employment verifications.
• Onboarding
  1. Oversee and assist HR Specialist as needed with creating and extending offer letters, conducting background screenings, scheduling of new hire start dates with communication to supervisor and conducting new hire orientations.
• Provide guidance and assist supervisors with employee development and advancement.
  1. Research and advise executive team on industry compensation rates; ensure that compensation is equitable and based on performance.
  2. Oversee and manage the employee review process.
  3. Assist managers with implementing consistent and effective employee reviews.
  4. Work with managers and employees to identify and participate in career development opportunities.
  5. Promote employee engagement, recognition, and culture building programs.
• Assure compliance and recordkeeping in all areas of human resources.
  1. Develop consistent and fair human resource policies and procedures that comply with federal, state, and local employment law and regulations, communicating updates to employees.
  2. Maintain personnel files, ensuring important documents are filed appropriately.
  3. Participate in continued education and training related to HR advancements.
• Advise managers in disciplinary actions. Conduct or be present at terminations.
  1. Oversee and assist HR Specialist as needed with managing separation and exit process for terminating employees.
  2. Seek legal counsel when necessary.
• Benefit Administration
  1. Work with third-party vendors such as health benefits, 401k, background check providers, and outside legal counsel when necessary.
  2. Oversee and assist HR Specialist as needed with new enrollments/terminations and all other employee benefit administration, including employee and dependent benefit questions as well as managing open enrollment.
  3. Work closely with American Restorations HR VP and broker conducting a review of the company’s benefit plan measuring competitiveness of plans, costs, and value to employees.
  4. Update employee benefit information within ADP’s control center to keep Charter in compliance. Handling ACA IRS reporting process by distributing 1095’s to employees.
  5. FMLA; Manage all Short-Term and Long-Term Disability claims, keeping a close eye on all claims status to ensure Mutual of Omaha receives all necessary information, assisting the employee throughout entire process to ensure a positive experience while they are out of work.
  6. 401k validation: introduce new employees, new enrollments/terminations, 401k loan requests and participant in annual 401k audit.
  7. Provide ESOP assistance, provide knowledge to employees for ESOP plan questions, and participate in ESOP annual audit.
  8. Process court ordered child support benefit documents and set up applicable wage garnishments using ADP.
  9. Support payroll with questions relating to errors in pay, PTO, jury duty, garnishments, pay rate, reimbursements, referral bonuses and other HR related benefits.
• Manage Front Desk Administrative Assistant and provide regular feedback, support, guidance, and encouragement.
• Manage the HR Specialist and provide regular feedback, support, guidance, and encouragement.
• Other duties as assigned.

Required Skills/Abilities:

• Must provide exceptional customer service to Charter employees.
• Respond timely to requests and communications.
• Experience in an HR administrative support role or specialty role such as benefits, recruiting, etc.
• Must be able to build relationships and collaborate with employees at all levels.
• Demonstrated ability to build trust and maintain a high degree of confidentiality.
• Self-motivated and able to work independently.
• Strong organizational skills, problem-solving ability, and desire for accuracy.
• Excellent verbal and written communication skills.
• Proficient with Microsoft Office Suite products.
• Must be adaptable, flexible, and able to multi-task in a fast-paced environment.

Education and Experience:

• A HR degree, certification, or a minimum 4 years of experience preferred.
• PHR or SPHR is a plus.

Equal Employment Opportunity

We are an equal opportunity employer. This means we do not discriminate in employment decisions or policies in violation of law on the basis of any legally protected status. What is a legally protected status varies depending on applicable local, state, and federal laws, but may include race, color, national origin, citizenship status, creed, religion, sex, age, marital status, physical or mental disability, sexual orientation, gender expression and identity, genetic information, families with children, political ideology and veteran status. Our policy of nondiscrimination applies to all terms and conditions of employment, including but not limited to hiring, compensation, benefits, placement, promotion, termination, reduction in force, and transfer. Our employment decisions, including factors such as merit, performance, qualifications, skills, dependability, and reliability are made based on ability to perform the job. We comply with all applicable federal, state and local laws that prohibit discrimination in employment.