Human Resource Manager

The Human Resource Manager has primary responsibility and provides leadership, support and advocacy for various aspects of the Human Resources function, including Human Resource Department processes/best practices, compliance, compensation and performance appraisals.

ESSENTIAL JOB FUNCTIONS (Including, But Not Limited To)

• Maintain compliance with federal, state, and local employment laws and regulations. Audit human resources processes to ensure compliance with specific areas to review and focus: personnel files, I-9, records retention, required trainings and labor law posters.
• Recommend Human Resources Department best practices.
• Review and update policies and practices to maintain compliance. Create new policies as necessary and a repository as a single point of access for all policies.
• Ensure job descriptions are up to date and compliant with all local, state and federal regulations
• Oversee and manage a performance appraisal system that drives high performance.
• Develop and maintain a compensation strategy for all employees based on market research, pay surveys and firm philosophy.
• Maintain human resources information systems and processes.
• Create learning and development programs and initiatives that provide internal development opportunities for employees. Partner with managers to create a career development path for employees in the department.
• Develop and implement an orientation program for new employees to ensure employees gain an understanding of firm policies and procedures and are set up for success for their job responsibilities.
• Design and implement employee retention strategies.

The Human Resource Manager has primary responsibility and provides leadership, support and advocacy for various aspects of the Human Resources function, including Human Resource Department processes/best practices, compliance, compensation and performance appraisals.

ESSENTIAL JOB FUNCTIONS (Including, But Not Limited To)

• Maintain compliance with federal, state, and local employment laws and regulations. Audit human resources processes to ensure compliance with specific areas to review and focus: personnel files, I-9, records retention, required trainings and labor law posters.
• Recommend Human Resources Department best practices.
• Review and update policies and practices to maintain compliance. Create new policies as necessary and a repository as a single point of access for all policies.
• Ensure job descriptions are up to date and compliant with all local, state and federal regulations
• Oversee and manage a performance appraisal system that drives high performance.
• Develop and maintain a compensation strategy for all employees based on market research, pay surveys and firm philosophy.
• Maintain human resources information systems and processes.
• Create learning and development programs and initiatives that provide internal development opportunities for employees. Partner with managers to create a career development path for employees in the department.
• Develop and implement an orientation program for new employees to ensure employees gain an understanding of firm policies and procedures and are set up for success for their job responsibilities.
• Design and implement employee retention strategies.