Description

Supervisory Responsibilities
• Recruits, interviews, hires, and trains new staff in the department.
• Oversees the daily workflow of the department.
• Provides constructive and timely performance evaluations.
• Handles discipline and termination of employees in accordance with company policy.

DUTIES/RESPONSIBILITIES:
• 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.
• Provides support and guidance to HR team members, management, and other staff when complex,

specialized, and sensitive questions and issues arise; may be required to administer and execute

routine tasks in delicate circumstances such as providing reasonable accommodations, investigating

allegations of wrongdoing, and terminations.
• Collaborates with senior leadership to understand the organizations goals and strategy related to

staffing, recruiting, and retention.
• Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and

surveys to support the organizations HR compliance and strategy needs.
• Oversees the administration of human resource programs including, but not limited to, compensation,

benefits, and leave; disciplinary matters; disputes and investigations; performance and talent

management; productivity, recognition, and morale; occupational health and safety; and training and

development.
• Oversees the talent acquisition process and identifies staffing and recruiting needs in conjunction with

local schedulers and HR team members; develops and executes best practices for hiring and talent

management.
• Monitors and ensures the organizations compliance with federal, state, and local employment laws

and regulations, and recommended best practices; reviews and modifies policies and practices to

maintain compliance.
• Develop HR plans and strategies to support the achievement of the overall business operations

objectives.
• Function as a strategic business advisor to the executive/senior management of each business unit or

specialty group regarding key organizational and management issues.
• Analyzes trends in compensation and benefits; researches and proposes competitive base and

incentive pay programs to ensure the organization attracts and retains top talent.
• Creates learning and development programs and initiatives that provide internal development

opportunities for employees.
• Oversees employee disciplinary meetings, terminations, and investigations.
• Monitors and ensures the organization's compliance with federal, state, and local employment laws

and regulations, and recommended best practices; reviews and modifies policies and practices to

maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human

resources, talent management, and employment law.
• Develops and implement a departmental budget
• Performs other duties as assigned.

Required Skills/Abilities:
• 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 tasks and to delegate them when appropriate.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organization's HRIS and talent management

systems.