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HR and Employee Engagement Manager

The HR and Employee Engagement 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.

HR Strategy & Culture - 30%

  • Takes an active leadership role in building and improving the culture of our organization. Recommends strategies and initiates programs to build and enhance corporate culture and company image.
  • Designs, aligns, and implements training, programs, systems, initiatives and communications that strengthen the employees' understanding of and adhering to our core values.
  • Recommends, designs and implements employee engagement programs and activities that motivate employees and strengthen employees' loyalty and pride in the company. Presents findings, evaluates results, and makes recommendations for further improvements.

Performance Management System - 25%

  • Manages the performance management process throughout the year. Ensures that all reviews are completed thoroughly, accurately and on schedule.
  • Custodian of Performance Management system (Threads). Ensures that all employees' information, changes, additions, deletions are updated on timely basis.
  • Works with managers, supervisors, and employees to help everyone perform better in terms of conducting effective performance evaluations.
  • Actively participates with managers and supervisors to address and improve employee's performance
  • weaknesses. Assists managers and supervisors to coach and discipline.

Legal & Compliance - 20%

  • Ensures that the organization is in compliance with all legal and regulatory requirements within the scope of human resources. Conducts thorough semi-annual review/audit of HR policies and ensures compliance.
  • Keeps current of regulations, compliance, best practices, and applicable laws related to the organization's HR functions and maintains thorough understanding. Pro-actively makes recommendations and enacts rules, policies and procedures ahead of mandatory requirement.
  • Possess thorough understanding of employee handbook, bargaining unit contract, and internal policies and ensures all decisions and actions do not conflict with them.

Training & Development - 15%

  • Identifies and delivers training courses and materials that support the organization's core values, performance goals and department needs.
  • Manages training budget and schedules in alignment with Annual Plan.
  • Develop and facilitate/conduct in-house training classes.

Recruiting & Hiring - 5%

  • Effectively leads recruitment, interviewing, selection, hiring and on-boarding processes with emphasis on core values.
  • Develops and implements systems for staffing requirements and forecasting headcount needs.
  • Analyze employee turnover and recommend solutions to reduce turnover and develop programs to increase retention.


Compensation & Benefits - 5%

  • Assists leadership with the implementation of compensation programs that support Company goals/ objectives and are competitive in the industry

CORE VALUES

Accountability

  • Assignments are completed in a timely and thorough manner at a high quality level.
  • Accepts responsibility for one's actions, admits mistakes, and learns from them
  • Shows an ability to work on their own initiative: independently without explicit and continual oversight.

Customer

  • Consistently looks for and acts on opportunities to improve the customer's, consumer's, or vendor's experience
  • Considerate and respectful of customer or vendor concerns and works actively to resolve those concerns.

Community

  • Demonstrates a courteous and respectful attitude towards others.
  • Displays understanding of how one's job impacts and relates to coworkers. Respects others and works well despite differences.
  • Treats company property and common spaces with care and respect. Thinks about the next user

Innovation

  • Actively participates in change and improvement processes
  • When a problem or issue presents itself, solutions are offered as opposed to simply reporting the problem.
  • Demonstrates critical thinking about work processes. Recognizes and acts on opportunities for improvement independently.

Integrity

  • Exhibits honesty and engenders trust.
  • Speaks their mind (as opposed to staying quiet when feedback is solicited or when they know something is wrong).
  • Presents truth in an appropriate and helpful manner.
  • Places organizational goals above personal work objectives. Aligns work with company vision and mission.

Teamwork

  • Communicates clearly (verbal and written) and responds to others in a timely manner
  • Includes appropriate personnel and resources when making decisions.
  • Strives to work collaboratively with other employees and departments. Keeps an open mind and actively solicits others' opinions. Fosters open dialogue and working relationships

Requirements

  • Educational and experience requirements include:
  • Bachelor's degree in a related field, HR certifications (PHR, SPHR) are preferred
  • Strong HR experience with a variety of responsibilities; relevant experience in our industry preferred
  • Proven HR administrative skills
  • Proven HR leadership skills
  • Proven HR culture building skills
  • Passion for working with and developing people
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