Human Resources Manager

Position Summary : The primary function of the Human Resources Manager is to coordinate HR policies and programs with emphasis on multi-state employment and employee relations compliance with applicable laws and regulations.

This position will serve as a consultant to managers and employees on fundamental HR issues and questions, and partners with HR teammates on complex employee relations issues.

In addition, this position is responsible for managing compensation processes and strategies and works closely with the Director of Human Resources in evaluating, developing, and implementing HR compensation policies, practices, and merit pay programs.

This position has supervisory and professional development responsibilities for the human resources generalist roles.

Essential Functions

Employee Relations

Maintain and expand knowledge and understanding of existing and proposed federal, state, and local jurisdiction laws / regulations affecting human resource management;

collaborate with benefits and payroll staff to ensure awareness and compliance.

• Interpret employment laws / regulations to develop and manage policies, procedures, and best practices to maintain compliance, mitigate risk, and foster a positive work environment.
• Identify employment trends and regulations that could affect organizational objectives and / or operational resources; prepare and present solutions and recommend best practices.
• Advise and train supervisors in best employee relations practices and strategies for managing performance, discipline, employee grievances, and related topics;

develops further training as needed.

• Responsible for investigating and resolving complex or critical employee relations issues or complaints and provides recommendations for response, or corrective actions, in a timely and effective manner.
• Track employee infractions and corrective actions taken to ensure fair, equitable, and consistent accountability.
• Reduce risks by developing programs, policies, and procedures to promote fair and equitable employee relations and consistent business decisions;

collaborate with legal counsel on employment-related issues as needed.

• Partner with business line leaders to understand and execute human resource and talent strategies, including performance management and succession planning.
• Collect, analyze, and interpret employment data, metrics, and exit survey data to develop recommendations and strategies to facilitate improved performance, high engagement, positive employee relations, and improved retention.

Compensation

• Partners closely with Director of HR and CAO to maintain a comprehensive compensation strategy for the organization.
• Evaluate, administer, and modify existing compensation programs, policies, and procedures; effectively administers compensation program.
• Leads annual compensation planning, analytics / modeling and reporting process.
• Prepares and provides strategic analysis for budgetary purposes related to annual salary increases, bonuses, and market adjustments;

recommend changes to programs, as appropriate, ensuring salaries and increases are within established budget and in compliance with policies and program guidelines.

Analyze internal information to offer recommendations on appropriate pay for a wide variety of roles while maintaining equity and to support corporate initiatives;

perform analyses on best practices to support recommendations.

• Analyze internal information to monitor and control for below minimum, above maximum, and pay equity.
• Conduct job analysis and evaluations and recommend pay decisions; classifies new and existing positions and places in appropriate salary grades.
• Leads the external salary survey participation, benchmarking and analysis; utilize expertise to provide input on job architecture and compensation structure design.
• Audit and analyze internal compensation programs to comply with regulations; develop recommendations for corrective actions as needed.
• Ensure all programs, policies, and procedures comply with current legislation, to include federal, state, and local jurisdictions.
• Regular, reliable, and predictable attendance.

Supervisory Responsibilities

• Oversee and provide daily support to HR Generalist; ensure compliance with human resources policies and procedures by HR staff.
• Provide professional development support through sharing of knowledge and experience, appropriate delegation, and continuing education.
• Coach and develop team to be efficient, cross-trained, and high performing.
• Establish regular one on one meetings.
• Provide regular and annual performance assessments.

Marginal Functions

• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Develop and establish goals and objectives for improvement in areas of compliance and employee relations.
• Oversee organization-wide application of workplace policies and procedures.
• Assists and advises on HR response to crisis and manages the accuracy of the HR content in the BCP / DR plans (Business Continuity Program / Disaster Response).
• Responsible for analyzing AAP statistical analysis and addressing identified compliance issues.
• Develop and execute employee reward and recognition programs.
• Assists with the development and implementation of diversity, equity, and inclusion programs.
• Maintain compliance with and adhere to all state and federal regulations and bank policies and procedures, including, but not limited to Bank Secrecy Act, FACT ACT, Community Reinvestment Act, and EEO / AA / Fair Employment Practices.
• Performs other related duties as assigned.

Minimum Educational & Experience Requirements

• Bachelor's degree in human resources management or related field, or equivalent experience.
• Minimum of five years of progressively responsible experience in human resource management with emphasis on employment compliance, employee relations, and compensation management experience.
• Minimum of three years of supervisory experience.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.

Minimum Skill Requirements

• Ability to act with integrity, professionalism, and confidentiality.
• Strong collaborative mindset with the ability to build trusting and professional workplace relationships.
• Comprehensive working knowledge of federal and state employment regulations and compliance laws with ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Excellent verbal and written communication skills, ability to remain tactful, calm, and persuasive in controversial and / or confrontational situations.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent time management skills; ability to meet deadlines, prioritize tasks, and delegate when appropriate.
• Strong analytical and problem-solving skills.
• Strong supervisory, leadership, and coaching skills.
• Ability to use sound, independent judgment, problem solving, decision making, and negotiation skills; a willingness to lead, take charge, and offer opinions and direction.
• Ability to function well in a high-paced and at times stressful environment.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organization's HRIS system.

Physical Demands

In terms of an 8-hour workday, "occasional" equals 1% to 33%, "frequent" equals 34% to 66%, and "continuous" equals 67% to 100%.

However, some duties are performed monthly, annually, or sporadically throughout the year and are essential functions. Reasonable accommodation may be made to enable individuals with disabilities to perform essential functions of the position.

• Continuous remaining in a stationary position, particularly, but not limited to, at a desktop computer.
• Continuous repetitive use of hands / arms; particularly concerning to typing, writing, phone and computer use.
• Continuous communication : verbal and written, in-person, phone and electronic.
• Ability to lift and carry up to 20 pounds at a time.
• Ability to work a minimum of 40 hours per week with flexibility to work additional hours if required.

Work Environment

Primarily office environment with remote work flexibility when appropriate and occasional travel to various office or branch locations.

Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)