Human Resource Manager

Overview   

The VP, Human Resources is responsible for the overall direction, administration, coordination and evaluation of the human resources function.  This position is also responsible for strategic human resource planning to provide DEI with the best people talent available and position the company competitively by being aware of policies, practices and trends in general and within the industry.   Plans, directs, and carries out policies relating to all phases of personnel activity.  Recruits, interviews, and helps select employees to fill vacant positions.  Plans and conducts new employee orientations to foster positive attitude toward company goals.  Responsible for record compliance including  records of health insurance coverage, work comp claims, company liabilities, performance evaluations and compensation, personnel transactions, such as hires, promotions, transfers, and terminations, etc.  Prepares company responses to EEOC, civil rights, labor board disputes and other legal claims regarding employment.  Investigates work comp accidents and prepares reports for insurance carrier.   Conducts wage survey within labor market to determine competitive wage rates.  Responsible with Training Director for successful planning and execution of yearly DEI Leadership Conference.  Works with Training Director to address, respond and implement policy/practice changes concerning Fair Housing. Responsible for administering, evaluating and recommending any changes to employee performance evaluation and compensation programs or changes to existing employee benefit programs such as health, disability and 401k.  Focal point for helping to resolve employee conflict in the workplace.  Oversight of company payroll for 275+ employees.  Relies on experience and judgment to plan and accomplish goals.  .   Reports to President, Dial Equities and serves as officer of Dial Equities, Inc.

Essential Responsibilities & Standards

18. Employment Practices:  Prepares employment procedures and sets up processes that meet company needs that are consistent w/ state labor laws.  Helps sites and corporate office departments recruit, screen and train personnel throughout the company.  Works closely w/ Regional/Area Vice Presidents/Department heads and makes sure company has proper documentation on hand prior to hiring or terminating employees.  Focal point for helping resolve employee conflict in the workplace.  Mentors and coaches regional and community managers in employee relations best practices.  Insures consistency in responses/disciplinary action with employees.  Approves all involuntary terminations.

STANDARD:

Expert who keeps company in compliance w/ state labor practices.  No violations 

18. Company Liabilities:   Keeps records of work comp & unemployment claims, company liabilities, performance evaluation and compensation, personnel transactions, such as hires, promotions, transfers, and terminations, etc.  Investigates work comp accidents and prepares reports for insurance carrier.  Prepares company responses to EEOC, civil rights, labor board disputes and other legal claims regarding employment.  With Training Director, works to investigate, respond to and address Fair Housing claims.

STANDARD:

Ensures all correspondence is thoroughly coordinated among key staff, defensible, and responsive in nature.

18. Payroll:   Responsible for administering the company payroll for 275+ employees.

STANDARD:

Ensures site/corporate payrolls are submitted to ADPTS by established deadlines.   All sites get paid on time.  Ability to process payroll fully in HR Coordinator’s absence.

Benefits Programs:  Works with ADPTS to choose and administer an effective benefits program (health,  and disability) and making sure it meets company and employee needs.  Evaluates plan effectiveness and recommends changes.   

STANDARD:

Prepare cost analysis with recommendation of health and other benefit plans by deadline.  Promote accountability culture for employees to enroll online.  Employees’ managers are contacted via email to remind their employees of pending deadlines. 

Performance Feedback/Evaluations & Compensation Review:   Responsible for administering an effective performance feedback/evaluation and compensation review programs for company.  

STANDARD:

All employees receive performance feedback/evaluation and a compensation review annually.

18. 401(k) Plan Trustee:   Work with ADPTS to administer the companies 401(k) plan, ensuring compliance, communication to participants, coordinating ADPTS’ annual audit, etc.

STANDARD:

Successful annual audit with only minor findings.                

18. Strategic Planning:   Responsible for strategic planning to include periodic review of mission, goals and objectives and review of industry trends and practices

STANDARD:

Briefs strategic plan and updates throughout company, as required.

18. Training:   Works with Training Director to analyze needs, develop appropriate program and deliver to DEI staff as needed.   Provide new hire and benefits orientations to newly acquired properties and corporate staff    

STANDARD:

Provide an average of 8 hours of training per month, including orientations and manager coaching.

Other Tasks

18. Leadership Conference:  Works with Training Director to handle all arrangements in regards to speakers, program, facilities, administration, dinners and awards.
19. Safety Planning:  Responsible for corporate safety planning and standards.
20. Corporate Policies:  Policies are reviewed & updated annually; provides awareness training annually.
21. Feedback:  Maintain open feedback sessions to obtain constant feedback from customers.

Job Specifications

18. Bachelors degree in human resources or business with over ten years work related experience required.  Master’s degree or senior HR professional certification with over fifteen years of related experience and increasing scopes of responsibility preferred.
19. Advanced skill level in computer applications, specifically Microsoft Office.   Advanced Excel experience preferred.
20. Real estate experience, desirable.

Physical Requirements (% of work time)

18. Constant need to be seated at desk, using a computer.   (66-100%)
19. Constant need to perform activities such as:   (66-100%)

18. Occasional need to carry 1-20 lbs.  (1–10%)
19. Constant need to see and observe.  (66–100%)

Working Conditions

18. Work is constantly indoors with rare outdoor excursions.

Disclaimer

The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required for personnel so classified.