HR-Manager - Tucson, United States - RE Darling

Description

This position will require access to ITAR and/or EAR controlled technical data, technology or source code, and requires that all individuals in this role be authorized to access such information

General Description:
The Human Resource Manager reports to the Vice President/Chief Financial Officer. The Human Resource Manager develops, maintains and administers personnel management programs encompassing all functional areas of personnel/labor relations. Responsibilities include employment, salary administration, benefits, training, EEO/AA, health and wellness and leave programs.

The Human Resource Manager is responsible for recommending and setting personnel policies, oversight of the company wellness program and the company payroll function.

The Human Resource Manager interacts with individuals at all levels of the organization, outside vendors and external contacts; therefore strong interpersonal and communication skills are required.

Primary Responsibilities:
Provide company benefit planning and administrationOversee the recruitment and hiring for the organizationCollaborate with management to plan, coordinate and/or direct company training and development activitiesInterpret, review and/or create company policy when necessaryProvide wage administrationComplete all mandatory Human Resource related reportsPromote the organization through community networkingPlan, organize and direct the companys wellness program to meet organizational goalsOversee internal Human Resource investigationsEducation and

Experience Requirements:
High School Diploma; Bachelor degree in Personnel Management or a related field preferredSeven years progressive Human Resource experienceThorough knowledge of laws and regulations affecting human resource and payroll administration:EEO/AAFMLACOBRAFLSAADAACAERISAHIPAAEBSA Proficient in the use of Microsoft Word and Microsoft ExcelSpecific Tasks and

Focus Areas:

Provide company benefit planning and administrationMaintain benefit records and prepare documents necessary for implementing benefit coverageBenchmark the companys plan with others seeking to maximize job satisfaction while keeping the cost of the benefits package under controlMake benefit recommendations to executive management by studying and assessing benefit needs, trends, new products and new laws and regulationsCoordinate and participate in annual benefit plan review and renewal meetingsOversee the coordination of annual open enrollmentDevelop a close working relationship with assigned representatives of the companys benefit brokers and carriers to assure benefit issues are resolved quickly with optimal outcomes, all contracted services are being rendered as desired, and available services are being optimizedOversee COBRA administration to ensure the Company is compliant by lawOversee the administration of leaves of absenceEnsure compliance and proper documentation in regard to all applicable laws and regulations Collaborate with executive staff in the development of plan design for ensuing benefit yearsEnsure compliance with government rules and regulationsManage benefit reporting and billingOversee the recruitment and hiring activities for the organization Act as the companys designated Affirmative Action Compliance OfficerEnsure companys compliance with EEOC and affirmative action activities as required by law Develop and implement policies and set standards of achievement in areas of equal employment opportunity, affirmative action, and diversity initiatives.

Monitor federal and state developments in these areasReview with executive management annually.

Establish and implement reporting and audit procedures that measure the effectiveness of company programs and determines the degree to which goals and timetables have been attainedDevelop liaisons with government agencies at the federal and state levels and organizations involved with affirmative action and diversity in order to meet and/or further the companys EEO and affirmative action objectivesOversee the preparation of job descriptions, reviewing existing job description annually at a minimumDetermine exempt/non-exempt status of all positions and review on an annual basis for updatesWork with management to plan long-term staffing goals, strategies and employment activitiesWork with management to strategize the recruiting activities for their open positionsEvaluate recruiting resources to determine those to be used, evaluating their effectiveness and making changes as neededReview qualifications of prospective employees, either rejecting or forwarding on for interview schedulingSpecific Tasks and Focus Areas ContdCollaborate with management to plan, coordinate and/or direct company training and development activities Conduct new hire orientation and oversee the new hire on-boarding processOversee the coordination of new hire training activitiesWork with management to identify and assess current and future training and development needsAssist in the coordination of training, identifying outside resources when necessaryProvide HR support to company training initiativesOversee training in the areas of company policies, EEO/affirmative action, finance and employee health, company benefits, and workers compensationInterpret, review and/or create company policy when necessary Develop, recommend and implement company policies, consulting with outside legal counsel if neededMonitor company policies to ensure compliance with legislative updates As questions arise regarding application of company policy, review and precedents, apply logic and fairness to the issue and make decisions for applicationDocument any policy interpretationsMaintain the company handbook; update as needed, oversee distributionOversee the company Authorized Driver and Vehicle Safety ProgramProvide wage administration Conduct annual wage surveys for all company positions for the purpose of determining competitive compensation levelsAnalyze survey data and make recommendations for implementing changes when necessary to executive management during annual wage review meetingAnalyze survey data and consult with outside resources to identify wages for new positions to ensure competitive wagesEnsure compliance with government wage regulationsEnsure the timely completion of all mandatory Human Resource related reports to include;Vets 4212EEO-1OSHA 300Affirmative Action CensusBenefit Plan CensusACA ReportingPromote the company through community networkingAttend community events and network with employment agencies, colleges and government agencies to promote the company and recruit candidatesNetwork with other Human Resource professionals to benchmark company wages, benefits and policiesBuild community partnerships with organizations that represent the values of the company and provide opportunities for the company and employees to support and strengthen community tiesSpecific Tasks and Focus Areas ContdPlan, organize and direct the company wellness program to meet organizational goalsWork with third party sponsors to coordinate seminars, health fairs, employee education and wellness events/contestsPlan, implement and evaluate programmingEvaluate wellness data to determine annual wellness objectivesProvide an annual plan review to executive, management and employeesOrganize and promote special eventsOversee internal Human Resource investigationsBe point of contact with employment attorney for Human Resource issuesResolve issue and brief all parties involvedDocument investigation and outcomesQualifications Skills Behaviors :Motivations :Education Experience Licenses & Certifications Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractors legal duty to furnish information.

41 CFR c)#J-18808-Ljbffr