POSITION FUNCTION AND PURPOSE

The Human Resources Manager is directly responsible for the overall administration, coordination, and evaluation of the Human Resources Function of the Company. Develops and administers various human resources plans and procedures for all company personnel. Plans, organizes, and controls all activities of the department. Participates in developing department goals, objectives, and systems. Establishes and maintains department records and reports. Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed. As a member of the extended executive team, the incumbent plays a key role as the link between management and the organization’s employees to ensure that employees have everything they need to succeed in their roles.

SPECIFIC DUTIES AND RESPONSIBILITIES

Recruiting. Oversees and supervises all activities related to the recruiting process for NEA MB, including budget, job postings, communications with hiring managers, employment agency contacts, advertising, candidate screening and evaluation. Develops and manages recruiting strategies that adhere to the provisions of the company's fiscal resources and support the attainment of a diverse work force, in compliance with NEA MB guidelines. Reviews wage offers consistent with salary administration and internal equity, ensures proper administration of research, and develops data for market value.

Labor/Employee Relations. Serves as primary contact with NEASO. Serves as a member of management team on numerous labor/management committees and bargaining team(s). Proactively counsels management and employees to resolve employee-relations issues; initiates steps to ensure they are resolved or channeled to Executive Management. Anticipates problems and takes early/prompt action to solve them to prevent difficult situations from occurring or least minimize negative effects. Possesses high emotional intelligence to better connect with employees, build strong relationships, and create a positive work environment. Assists in the development and maintenance of policies, procedures, and contract language. Coordinates corporate-sponsored activities, such as recognition programs, holiday celebration, corporate picnics, employee anniversary recognition and retirement recognition.

Benefits Management. Maintains competitive benefits programs for the Corporation Supervises the administration of all employee benefits programs. Develops and recommends new benefit policies and procedures, and develops cost controls, where possible. Develops and reviews effective communication channels to promote and inform all employees on benefits issues and programs. Develops reports and proposals for review by the President and Chief Financial Officer Reviews, processes, and approves for payment all benefit plan invoices. Prepares reports to Federal and state governments, and regulatory agencies, as required. Provides insurance carriers and others with plan census data, cost analyses, and statistics, as requested. Remains up to date on laws and legislation. Reviews all plan documents and summary plan descriptions.

Budget and HR Staff Management. Develops and administers department budget. Submits monthly status reports on department activities and budget variances. Formulates goals and objectives for the department. Hires and trains staff. Ensures that duties, responsibilities, and accountability for all staff are defined and understood.

Compensation. Develops and implements competitive compensation program within budget guidelines of the company. Ensures the program includes objective and defensible elements for job evaluation and a salary program that includes internal fairness and external competitiveness within the industry. Reviews job descriptions for accuracy, completeness, and compliance with corporate policy. Monitors and audits Company Appraisal Program. Recommends to the Executive Management Team salary structures and pay policies. Coordinates any annual wage adjustments. Assists managers in interpreting wage and salary policies and procedures. Prepares wage and salary reports for the Executive Management Team.

Organizational Development. Develops and implements the corporate staff development training plan. Identifies, recommends, approves, coordinates, and evaluates all training programs. Assists managers in assessing the training needs of employees. Ensures all training activities are documented and reported. Tracks and monitors development needs and efforts. Manages company Tuition Aid Program. Conducts and performs special projects in this area as requested, i.e., corporate newsletter communications, lunch and learn seminars, core competencies identification and retirement financial training.

Personnel Record Keeping. Supervise the record keeping for all staff retaining all personnel information which is required for business or legal reasons. Ensures all files are updated and maintained fastidiously. Develops and manages the automation of certain corporate reports needed by NEASO, other departments, and outside regulatory agencies.

Compliance. Ensures the organization is in compliance with labor laws and regulations as well as health and safety laws and regulations and is accountable for developing and updating company wide policies, procedures, and training.

SCOPE AND IMPACT OF PROGRAM/PRODUCT MANAGED

Plans, organizes, and manages the activities of NEA MB's Human Resources Department. The Human Resources Department is responsible for recruitment, employment, training and development, employee relations, compensation, benefits, organizational development, and labor relations for the Company. Identifies and formulates human resource policies and objectives for the organization in compliance with Federal, State, and county laws. Conducts analysis of all programs and practices and keeps Executive Management Team informed of new developments. Consults with legal counsel to ensure policies comply with federal and state law. Makes recommendations, as necessary, or as requested. Serves as primary contact with NEASO members and develops effective, proactive association with the Union. Supervises the staff assigned to the office. Plans and assigns the work, screens, interviews, and hires staff, provides training and assistance, and evaluates performance. Conducts analysis of all programs and practices and keeps the Chief Financial Officer and President informed of new developments. Participates in proposed and actual organizational changes to ensure legal compliance, non-discriminatory treatment of employees and effective communication of change process. Make recommendations as necessary or as requested. The work impacts all of NEA MB services.

KNOWLEDGE REQUIRED:

• Bachelor's degree, or higher in Human Resources or a related field.
• Minimum of 10 years of progressively responsible experience with at least three years in a generalist role and five in a supervisor capacity
• Ability to develop a comprehensive Human Resource Plan, evaluates Company needs, and determines Human Resource programs.
• Knowledge of budget development and cost analysis
• Five to seven years of demonstrated experience in labor relations, recruitment, and benefits.
• Skill in oral and written communications including presentation and facilitation skills.
• Knowledge of State and county laws, personnel principles, concepts, (identify and regulations, policies, etc.) pertaining to legal relations/employment law.
• Demonstrated strategic thinker, leader, and decision maker.
• Strong awareness and level of skills in the use tools and systems available to help the HR function and employees work more effectively and efficiently.