Human Resources Manager - Full-Time - Honoka'a

The Human Resources Manager originates and leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a quality workforce. The Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs for the entire company. The major areas directed are:

• recruiting and staffing;
• performance management and improvement systems;
• employment and compliance to regulatory concerns;
• employee orientation, development, and training;
• policy development and documentation;
• employee relations;
• union relations and union contract negotiations;
• company employee communication;
• compensation, payroll and benefits administration;
• employee welfare, wellness and health; and
• employee services and counseling;
• attend Board meetings as needed.

The Human Resources Manager coordinates implementation of services, policies, and programs; reports to the CEO; serves on the executive management team; and assists and advises company managers about Human Resources issues. REPRESENTATIVE DUTIES

The following duties are typical for the Human Resources Manager. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address business needs and changing business practices.

Employment

• Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a quality workforce.
• Oversees all aspects of employment contracts including format, design, legal review, tracking, compliance and issuance. Monitors performance, schedules and scope of staff for contract compliance. Ensures consistency and standardization of contract language and terms and identifies necessary changes or updates.

Employee Relations

• Formulates and recommends Human Resources policies and objectives for the company.
• 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.
• 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 and guides management recommendations for employment terminations.
• Responsible for reporting and maintenance of OSHA Injury & Illness Recordkeeping Forms - 300, 300A, 301.
• Reviews employee grievances/appeals through the company complaint procedure.
• Monitors and participates in all union grievances and negotiations.

Benefits

• Obtains cost effective, employee serving benefits; monitors state and national benefits environment for options and cost savings.
• Leads the development of benefit orientations and other benefit training.
• Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.

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 quality staff.
• Monitors all pay practices and systems for effectiveness and cost containment.
• Leads participation in at least one salary survey per year.

Training and Development

• Defines all Human Resources training programs, and assigns the authority/responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
• Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or on boarding, management development, cross-training, the measurement of training impact, and training transfer.
• Assists managers with the selection and contracting of external training programs and consultants.

Development of the Human Resources Department

• Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.
• Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff.
• With the CEO advises on the selection of and supervises Human Resources consultants, attorneys, and training specialists, 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.
• Leads the development of department goals, objectives, and systems.
• Establishes departmental measurements that support the accomplishment of the company's strategic goals.

• Directs 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.
• Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
• Participates in executive, management, and company staff meetings and attends other meetings and seminars.

Human Resources Information Systems HRIS

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 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.

Organization Development

• With the CEO; designs, directs and manages a company-wide process of organizational development that addresses issues such as succession planning, quality workforce development, key employee retention, cross training, organizational design, and change management.
• Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
• Directs a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management team.
• Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.

Keeps the CEO and the executive team informed of significant problems that jeopardize the achievement of company goals and those that are not being addressed adequately at the line management level