HR Manager

The Human Resources Manager (HRM) will be responsible for executing the Human Capital (People) Strategy across the organization by articulating the company’s vision, operational plans, and performance expectations. S/he will implement people and organizational solutions from a functional financial business viewpoint and also measure/monitor the needs of employees through effectively building and developing relationships across all levels of the organization. The HRM will utilize diagnostics to address and understand organizational dynamics to align with the business environment, implement and refine long and short term continuous improvement activities while managing the day-to-day tactical issues and requirements.

• Develop and refine HR strategies to respond to changing business needs
• Deterrmine the talent needs of the business and develop strategies to identify, attract and retain/develop the next set of leaders
• Partner with management to facilitate hiring plans and forecasts as per budget allocations
• Facilitate succession planning and assessment of talent
• Identify and utilize HR metrics (i.e. workforce data and trends, turnover, etc.) to diagnose and proactively address or anticipate potential challenges to the business
• Direct and consult on investments of HR resources (i.e. Training, Compensation & benefits, Employee Recognition Programs etc.)
• Present management with competitive industry wage structure and insurance benefit quotes
• Partner with management to formulate business plans, strategic workforce planning objectives and implement team member training
• Consult with company attorney and management re employee/labor relations issues and implement change management initiatives when needed
• Support business with resolution of employee issues, investigations, career counseling and leadership/executive coaching; conduct all company investigations and record for filing
• Maintenance of compliance with all HR related regulations, policies, safety regulations, and reporting requirements
• Create essential HR collateral materials as necessary including Employee Classification, Employee Engagement Surveys, Job Descriptions etc.
• Provide team leaders/supervisors with ongoing consultation and coaching on performance management tools and solutions
• Facilitate the Compensation Planning process by providing feedback on performance goals and guide Annual Planning sessions to establish business objectives, strategies and measurement methods
• Liaise with Payroll (in the absence of an HR system) regarding timesheets, pay, benefits, absences, leave of absence, vacation, resignation, retirement, redundancy etc. OR create Excel spreadsheet to capture information
• Travel to outlying branches as needed to observe operations and meet with staff
• Advise the business on regulatory employment law (in consultation with Legal); explain policies; create new policies as needed
• Perform other job related functions as assigned

• A Bachelor’s degree preferably in HR, Business Management, or Social Sciences
• Experience and understanding of risk management, regulatory compliance, audit and control
• Strong business acumen and leadership skills; excellent analytical ability; strategic planning; and project management
• Team building skills; ability to lead multi-functional teams while maintaining focus on priorities
• Ability to successfully interface at all levels, with the customers, industry and corporate stakeholders

• Minimum of 5 years of solid demonstrated HR experience across the functional areas of: Strategy and Organization; Workforce Planning; Performance Management; Compensation and Benefits; Employee Relations; and Service Delivery Work Processes