Manager, Human Resources

Kansas City, Missouri Operations - Human Resources Full Time

Under the direction and guidance of the Vice President of Human Resources, the HR Manager is responsible for the day to day operational activity on a variety of Human Resources functions including new hire orientation/on-boarding, collecting initial information on all employee relations matters, ensuring all compliance related information is up to date specific to Federal and State laws, input/reporting on various HR metrics, performance management, compensation, benefits, training and development and any specific special projects assigned.    

General Description & Responsibilities

  • Identifies and administers legal requirements and government reporting regulations affecting human resources functions and partners with the Vice President of HR to ensure policies, procedures, and reporting are in compliance.
  • Partners with HR Team on program, policy, process development and implementation in areas such as compensation, benefits, performance management, new hire/on-boarding (including pre-employment), terminations, training and development.  Specifically: employment and compliance with regulatory concerns regarding employees; employee onboarding, development, needs assessment, and training; policy development and documentation; employee relations; company-wide committee facilitation; company employee and community communication; compensation and benefits administration; employee safety, welfare, wellness, and health; charitable giving; and employee services and counseling. Manages immigration programs and ensure required documents are completed accurately and in a timely manner. Engages external immigration counsel for any immigration and work authorization needs;
  • Human Resources Department Development: Oversees the implementation of Human Resources programs through Human Resources staff. Identifies opportunities for improvement and resolves problems. Selects and supervises Human Resources consultants, attorneys, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources. Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments. Manages the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
  • Human Resources Information Systems (HRIS): Manages the development and maintenance of the Human Resources sections of both the company website, particularly recruiting, culture, and company information; and the employee Intranet, wikis, newsletters, and so forth. Utilizes the HRIS system to eliminate administrative tasks, empower employees, and meet the other needs of the organization.
  • Training and Development: Works closely with Senior Manager of OD and assists with training programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports. Supports the implementation of the performance management systems that includes performance development plans (PDPs) and employee development programs. Assists managers with the selection and contracting of external training programs and consultants.
  • Employee Relations: Formulates and recommends Human Resources policies and objectives for the company on any topic associated with employee relations and employee rights. §  Partners with management to communicate Human Resources policies, procedures, programs, and laws.Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them. Makes certain that the managers know how to successfully, ethically, honestly, and legally communicate with employees. Conducts investigations when employee complaints or concerns are brought forth. Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees. Reviews, guides, and approves management recommendations for employment terminations. Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data.
  • Compensation: Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises. Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff. Monitors all pay practices and systems for effectiveness and cost containment. Leads participation in at least one salary survey per year. Monitors best practices in compensation and benefits through research and up-to-date information on available products.
  • Benefits: With the assistance of the VP of Human Resources, obtains cost-effective, employee serving benefits; monitors national benefits environment for options and cost savings. Leads the development of benefit orientations and other benefits training for employees and their families. Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
  • Law: Leads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), the Family and Medical Leave ACt (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker's compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits. Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies. Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Minimizes risk.
  • This job description has been designed to indicate the general nature and level of work performed by jobholders within this role of Human Resources Manager. It is not designed to contain or to be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to the job.
  • To perform the Human Resources Manager job successfully, an employee must perform each essential responsibility satisfactorily. These requirements are representative, but not all-inclusive, of the knowledge, skills, and abilities required to lead in the role of the company Human Resources Manager.
  • Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.
  • Placement Criteria & Requirements

  • Knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement and employee development.
  • Better than average written and spoken communication skills.
  • Outstanding interpersonal relationship building and employee coaching skills.
  • Demonstrated ability to lead and develop HR department staff members.
  • Demonstrated ability to serve as a knowledgeable resource to the executive management team that provides overall company leadership and direction.
  • Excellent computer skills in a Microsoft Windows environment. Must include knowledge of Excel and skills in Human Resources Information Systems (HRIS).
  • General knowledge of various employment laws and practices and experience working with a corporate employment law attorney.
  • Experience in the administration of benefits and compensation programs and other Human Resources recognition and engagement programs and processes.
  • Evidence of the ability to practice and coach organization managers in the practice of a high level of confidentiality.
  • Excellent organizational management skills.
  • Other Human Resources projects as assigned.
  • Bachelor of Science, HR Management, Business Administration or Equivalent.
  • Minimum five (5) or more years of HR Manager experience.
  • Considerable knowledge of HR processes, procedures, applicable federal and state laws, rules and regulations.
  • PHR certification is a plus
  • Strong communication, decision-making, problem solving, and organizational/planning skills.
  • Ability to multi-task in a face paced environment.
  • Excellent written and oral communication skills.
  • Must be proficient with MS Office Applications with intermediate to advance knowledge of excel, and Power point
  • Kansas City, Missouri

    Manager, Human Resources