Human Resource Manager - Communities Unlimited, Inc.

Communities Unlimited, Inc.

Position Description

Position:Human Resource Manager

Immediate Supervisor: Chief Operations Officer

Mission Focus: Administrative

Location:Fayetteville Headquarters

Summary of Position

The Human Resource Manager will lead and direct the routine functions of the Human Resources (HR) department including hiring, interviewing and onboarding new staff for the organization, supporting supervisors and directors in addressing performance management issues on their teams, providing training to new and existing supervisors and enforcing company policies and practices.

The Human Resource Manager is responsible for the administrative tasks related to all HR processes including multiple administrative functions with the HRIS and in other systems (e.g. motor vehicle monitoring system, assignment of training resource licenses). They will work with expert HR and Affirmative Action Advisors to ensure that Communities Unlimited stays in compliance with Affirmative Action regulations, all laws and other HR related federal contracting requirements. A primary function of the Manager is to support recruitment/hiring, facilitate the introduction of new staff to the organization, serving as that central point of contact to support a smooth onboarding. This role manages the organization's paybands with the support of external compensation experts who band all positions, ensuring pay equity across all teams and positions.

The HR Manager works with a minimum of supervision in an environment characterized by multiple competing deadlines with project management skills being essential. This position requires a high level of internal and external customer service and an ability to handle individuals in an agitated state with the highest level of professionalism while following CU policy guidelines.

Education/Certification Requirements

A Bachelor's degree is required. An emphasis in management, human resource development, human resource management, organizational development, workforce development, training and development or related field is preferred.

A PHR certification by the Society for Human Resource Management (SHRM) or higher

Must be authorized to work in the USA.

Experience/Skills Requirements

The following are the requirements for this position.

• A minimum of four years of human resource management experience preferred.
• Demonstrated proficiency with ADP Workforce Now
• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Strong analytical and problem-solving skills.
• Ability to prioritize and re-priortize tasks to address HR related issues as they arise.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office 365 and its suite of programs.

Summary of Essential Job Duties

• Maintain the highest level of confidentiality with all information obtained.
• Maintains organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices.
• Responsible for fully implementing Affirmative Action regulations, documentation and annual reporting.
• Once a year, reports directly to Board of Directors on organization's Affirmative Action Plan.
• Serve as organization's liaison with ADP in coordination with CFO, who is responsible for all payroll and benefits matters.
• Ensure full implementation of the ADP Human Resource Information System (HRIS) including storage of employee files and related documents.
• Manages the talent acquisition process, including recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
• Partners with the leadership team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Recommends changes to HR policies as the organization grows and changes in addition to responding to external changes to laws and regulations.
• Provides support and guidance to supervisors and program directors when complex, specialized, and sensitive questions and issues arise.
• Administers and executes tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
• Oversees employee disciplinary meetings and terminations.
• Coordinates with ADP HR Specialist any necessary investigations of a member of senior or executive leadership team.
• Seeks advice of third-party compensation expert to understand trends in compensation and benefits to ensure the organization attracts and retains top talent; makes recommendations to executive leadership team.
• Coordinates with COO to provides training to all new supervisors and at least one annual training to all existing supervisors on changes in HR regulations and best practices in management of HR issues.
• Organize and maintain the master copy of original documents (i.e. policies, handbooks, affirmative action procedures, harassment procedures) and coordinate updates as needed to maintain current information and compliance as relevant.
• Review and update Employee Handbook at least once a year or as needed.
• Ensures annual training of all staff to prevent all types of harassment.
• Accurate and timely submission of time and expenses in compliance with CU policy and supervisor direction, understanding this record in a critical part of CU's compliance with grants and contracts.
• Performs other duties as assigned.

Tools Used in Job

Computer, internet, smart phone (texting, email, photos, videos, social media, and calls), web-based databases for data-entry, Microsoft Office suite including Outlook, Word, Excel and PowerPoint and ADP Workforce Now is required. Use of additional software for project related activities may be required.

Work Environment

The work environment characteristics described above are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform essential job functions.

FLSA Classification: Exempt

Compensation details: 0 Yearly Salary

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