Job Description

Manager of Human Resources at Sterling has strategic and functional responsibilities for all the HR and Compliance disciplines. A Manager of Human Resources has the expertise of an HR generalist combined with general business and management skills.

The role of the Manager of Human Resources is to communicate risk policies and processes for an organization. They provide hands-on development of risk models involving market, credit and operational risk, assure controls are operating effectively, and provide research and analytical support. This role shall perform all the department's generalist function and handles administrative matters. This position will report directly to the President.

RESPONSIBILITIES

Compensation & Benefits

Takes the lead in communicating and effectively rolling out compensation plans and benefits. Align performance management systems with compensation structure and assist in rolling out group health care benefits.

• Monitoring Family and Medical Leave Act compliance, and adherence to confidentiality provisions for employee medical files.
• Conduct open enrollment for employees' annual elections pertaining to health care coverage

Recruiting/Retention

Work closely with managers to gain a comprehensive understanding of the company’s hiring needs for each position and meet competitive hiring goals and expectations. Manage the full recruiting lifecycle across a variety of open roles by supporting management find, hire, and retain quality talent. Grow and foster high-touch relationships with a database of qualified active and passive talent to pull from as new positions open. Continuously partner with senior managers to design, refine, and implement innovative recruiting strategies

Employee Assessments

Oversight of internal recruiting for future positions: interviewing, hiring, onboarding, training, continuing education, employee development, career path and continued evaluation improved systems in all these areas. All employees of Sterling are given an assessment. The Director of Human Resources shall administer, assess and guide managers on assessment interpretation and advise. Use this tool effectively by revisiting intermittently throughout the year to assist managers with tools for the purposes of employee development.

Effective Employee Relations

• Investigate and resolve workplace issues
• Preserving the employer-employee relationship through effective employee relations strategies
• Responsible for developing an employee relations strategy containing specific steps for ensuring the overall well-being of employees. It also ensures that employees have a safe working environment, free from discrimination and harassment
• Human resource manager conducts workplace investigations and resolve employee complaints

ESOP Communication & Administration

Support ESOP updates, announcements and administration to internal and external employees. Oversee ESOP communication to ensure the value proposition is clearly communicated and repeated.

Risk Management

• The primary contact for legal counsel and employees in risk mitigation activities and litigation pertaining to employee relations matters
• Examines current workplace policies and provide training to employees and managers on those policies to minimize the frequency of employee complaints due to misinterpretation or misunderstanding of company policies
• Designing and implementing an overall risk management process for the organization, which includes an analysis of the financial impact on the company when risks occur
• Performing a risk assessment: Analyzing current risks and identifying potential risks that are affecting the company
• Performing a risk evaluation: Evaluating the company’s previous handling of risks, and comparing potential risks with criteria set out by the company such as costs and legal requirements
• Establishing the level of risks the company are willing to take
• Preparing risk management and insurance budgets
• Risk reporting tailored to the relevant audience. (Educating the board of directors about the most significant risks to the business; ensuring business heads understand the risks that might affect their departments; ensuring individuals understand their own accountability for individual risks)
• Explaining the external risk posed by corporate governance to stakeholders
• Creating business continuity plans to limit risks
• Implementing health and safety measures, and purchasing insurance
• Conducting policy and compliance audits, which will include liaising with internal and external auditors
• Maintaining records of insurance policies and claims
• Building risk awareness amongst staff by providing support and training within the company

Compliance Manager

• Ensure our company adheres to legal standards for customer and employee agreements and confirmations and in-house policies. You will be responsible for enforcing regulations in all aspects and levels of business as well as provide guidance on compliance matters.
• Develop and oversee control systems to prevent or deal with violations of legal guidelines and internal policies
• Evaluate the efficiency of controls and improve them continuously
• Revise agreements, procedures, reports etc. periodically to identify hidden risks or non-conformity issues
• Draft, modify and implement company policies
• Assess the business’s future ventures to identify possible compliance risks
• Review the work of colleagues when necessary to identify compliance issues and provide advice or training
• Keep abreast of regulatory developments within or outside of the company as well as evolving best practices in compliance control

Industry specific, HR, & Risk Management Certifications

Maintain Certification and continued education in employment law and risk mitigation

REQUIREMENTS

• Bachelor’s in Human Resources Development and Administration or equivalent degrees in Risk Management, Business or related field. MA or MBA preferred
• SHRM and Risk Management certification
• Staffing Industry specific certification (TSC or CSP offered by the American Staffing Association or equivalent)
• 8-10+ years of experience in a Human Resources management position
• Deep knowledge of HR functions (talent management, recruitment etc.)
• Experienced with employment law and compliance on state and federal levels
• Have specialized training in organizational planning, compensation, and preventive labor relations

Job Tags

Similar Jobs