Human Resources Manager

POSITION SUMMARY

The Human Resources Manager, is a crucial role in fostering a positive and inclusive work environment for all employees. Provides excellent internal service to operational and administrative departments. Handles all day-to-day support to managers and employees in all areas of Human Resources. Some of the responsibilities include: recruitment and hiring, on-boarding, front-line employee relations, general support with benefits and worker’s compensation and off-boarding. Administer systems in the Human Resources Information System (HRIS) and track applicable HR metrics. Maintain a high-level of confidentiality and discretion when supporting managers with performance management and programs for positive staff relations in a manner that uphold Sacramento Natural Foods Co-op’s values and the cooperative identity.

DEPARTMENT Human Resources

REPORTS TO Human Resources Director

FLSA STATUS Exempt

HOURS Fulltime

PAY SCALE Human Resources Manager

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Upholds all Co-op policies, procedures and expectations.
2. Recruiting and Hiring
   • Ensures job descriptions and interview questions remain current to meet business needs.
   • Oversees and carries out talent acquisition and recruitment program to attract a diverse pool of skilled candidates passionate about customer service.
   • Trains managers on effective interview processes to ensure a higher process that is inclusive and free of bias.
   • Conducts interviews and job fairs as needed.
3. Onboarding and Training
   • Creates and maintains a welcoming first day experience that meets both internal and external needs for effective onboarding of employees.
   • Facilitates an interactive orientation program that is highly informative, easy to understand and strengthens workplace culture.
   • Oversees new hire trial period in partnership with the employee and store management and address concerns as needed.
   • Maintains all updated forms and required notices in electronic files for onboarding.
   • Keep all documents for onboarding current electronically and in the HRIS.
4. Employee Relations and People Potential
   • Develops an HR partnership with store management and staff that centers on mutual respect and trust and aiding with thorough and routine communication with staff.
   • Provides HR subject matter knowledge and fields questions regarding the employee handbook, benefits, health and safety, employee relations, diversity and inclusion, and training and development and people potential.
   • Provides general HR advice, direction, and guidance to management on daily employee matters and various employee relation issues; and elevating heightened concerns to appropriate personnel.
   • Administers various HR plans, policies, and procedures; and communicates updates and changes effectively.
   • Oversees and participates in the employee orientation, employee trainings and management development trainings.
   • Remain up-to-date on best practices for all HR programs, such as: workers compensation, benefits, training, personnel management, workplace investigations, labor/employee relations, statutory leave of absences, FMLA/CFRA/ADA/FEHA management and external compliance; and be prepared to back-up these programs as needed.
5. Performance Management
   • Monitors the workplace to ensure standards are communicated effectively and are met in partnership with store management. Reports concerns to applicable personnel.
   • Provides general advice, direction and guidance to management regarding best practices to ensure fair and equitable treatment, compliance with union contract and laws with regards to the performance management program.
   • Conducts investigations and recommends appropriate action for progressive disciplinary action in partnership with store management.
   • Provide calibration and clarity to employees regarding performance management as needed.
   • In partnership with HR Director, provides support to the grievance and complaints processes; and acts as a point of contact with third parties such as the labor union.
6. Data Management
   • Maintain, update and run reports containing data from various sources including the HRIS.
   • Maintaining and analyzing key metrics.
   • Manage compliance reporting such as EEO1, BLS Employment and Wage Report and others as needed.
   • Ensure confidential security measures and best practices for Human Resources records.
   • Track and administer company-wide performance review, employee survey, performance management documents, employee certification renewals and time and attendance programs in accordance with company policy.
   • Monitor employee timecards and maintains and communicates information relevant to attendance tracking and performance management.
   • Track and administer staff perks and rewards programs.
7. Other Duties
   • Maintain a high-level of confidentiality and professional discretion.
   • Attend meetings and events as requested, which may include long distance travel and overnight stays.
   • Report safety, legal, ethical, and personnel concerns to appropriate managers in a timely manner.
   • Report customer concerns to appropriate personnel.
   • Ensure equipment repair and maintenance is communicated to appropriate personnel and make adjustments until equipment has been improved.
   • Work weekends, early mornings and evenings as needed.
   • Demonstrate support for the cooperative values and principles daily.
   • Compile information and contributes to reports as needed.
   • Perform other duties and work in other departments as assigned.

Qualifications

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Work Experience
   • 3+ years’ experience as a Human Resources Manager or equivalent position.
   • Proficiency managing a Human Resources Information System, with a minimum of 3+ years’ experience.
   • 3+ years’ experience managing sensitive data and a high level of confidentiality.
   • Experience applying best practices for recordkeeping and employee relations.
2. Language Ability
   • Comprehend complex instructions, correspondence and memos.
   • Communicate effectively in oral or written form to staff.
   • Effectively present information in one-to-one and small group situations to customers and other employees.
   • Produce clear and understandable written procedures for standard tasks.
3. Math Ability
   • Add and subtract two digit numbers and to multiply and divide with 10’s and 100’s.
   • Perform these operations using units of U.S. currency and weight measurement, volume and distance.
4. Reasoning Ability
   • Apply common sense understanding to carry out detailed written or oral instructions.
   • Deal with problems involving a few concrete variables in standardized situations.
5. Computer Skills
   • Microsoft Word, Excel, Email, website, HRIS and timeclock software proficiently.
6. Education and Certifications
   • High school diploma.

DESIRED QUALIFICATIONS

Desired knowledge, skills, ability and experience are not essential to be able to perform the essential duties of the position.

1. Experience in labor relations and interpreting and administering union contracts.
2. Higher education degree (A.A., B.A., or other).
3. Experience working with Paycom.
4. PHR/SPHR certification.
5. Experience working in a retail environment.
6. Interest and/or experience in natural foods or cooperatives.

ESSENTIAL MENTAL REQUIREMENTS

To perform the job successfully, an individual should demonstrate the following competencies:

1. Problem Solving
   • Identify and resolves problems in a timely manner.
2. Customer Service
   • Manage difficult or emotional customer situations.
   • Respond promptly to customer needs.
   • Solicit customer feedback to improve service.
   • Respond to requests for service and assistance.
3. Adaptability
   • Adapt to changes in the work environment.
   • Manage competing demands.
   • Able to deal with frequent change, delays or unexpected events.
4. Attendance/Punctuality
   • Is consistently at work and on time.
   • Ensure work responsibilities are covered when absent.
   • Arrive at meetings and appointments on time.
5. Dependability
   • Respond to management direction.
   • Commit to long hours of work when necessary to reach goals.
   • Complete tasks on time or notifies appropriate person with an alternate plan.
6. Quality
   • Demonstrate accuracy and thoroughness.
   • Look for ways to improve and promote quality.
   • Apply feedback to improve performance.
   • Monitor own work to ensure quality.
7. Quantity
   • Meet productivity standards.
   • Complete work in timely manner.
   • Strive to increase productivity.
   • Work quickly.
8. Safety and Security
   • Use equipment and materials properly.
   • Protect the safety of self, co-worker’s, and Co-op patrons at all times.
   • Report any potentially harmful equipment or situations to the immediate supervisor without delay.
   • Report safety-related accidents and incidents at once to a manager.
   • Follow all company safety policies and procedures.

ESSENTIAL PHYSICAL REQUIREMENTS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Frequent Physical Demands
   • Sit and review information on a computer screen for extended periods of time.
   • Use hands to type, grasp, handle or feel.
   • Reach with hands and arms.
   • Walk, climb, balance, and stoop.
   • Lift and move up to 15 pounds.
   • Talk and hear.
2. Occasional Physical Demands
   • Lift and move up to 30 pounds.
3. Specific Vision Ability
   • Close vision, distance vision, peripheral vision, and depth perception.

Work Environment

The work environment described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Frequent exposure
   • The duties of the position are performed in a well-lighted, temperature-controlled office environment.
   • Shared workspace.
2. Occasional exposure
   • Fumes or airborne particles ranging from natural to chemical.
3. The noise level in the environment is usually moderate to loud.

IMPORTANT DISCLAIMER NOTICE

The job duties, elements, responsibilities, skills, functions, experience, educational factors and the requirements and conditions listed in this job description are representative only and not exhaustive of the tasks that an employee may be required to perform. The employer reserves the right to revise this job description at any time and require employees to perform other tasks as circumstances or conditions of its business, competitive considerations or the work environment change.