HR Manager

Thomas Edwards Group•Dallas, TX

35d

About The Position

The HR Manager reports to the CFO and is responsible for all aspects of the HR function. This role supervises one direct report (HR Specialist) and collaborates with the CFO and leadership team to provide HR support and drive strategic projects, crucial for the company's success.

Requirements

Bachelor's degree in human resources, business administration, or related field.
Minimum of 7 years of progressive HR experience, with at least 3 years in a leadership role.
In-depth knowledge of HR best practices, employment laws, and regulations, particularly within the manufacturing and distribution industries.
Strong leadership, communication, and interpersonal skills, with the ability to build relationships and influence stakeholders at all levels of the organization.
Proven experience in developing and implementing HR strategies and initiatives that drive business results and enhance employee engagement and performance.
Experience working in a fast-paced, dynamic environment with multiple stakeholders and competing priorities.

Responsibilities

Strategic HR Leadership:
Collaborate with the executive team to develop and execute comprehensive HR strategies aligned with the company's short and long-term business objectives.
Provide strategic guidance to department heads on various HR matters, including organizational structure, workforce planning, and talent management.
Employee Relations:
Serve as a trusted advisor to management and employees, providing guidance and support on HR-related issues such as performance management, conflict resolution, and disciplinary actions.
Conduct thorough investigations into employee grievances and complaints, ensuring fair and consistent outcomes.
Talent Acquisition and Retention:
Oversee the full recruitment lifecycle, from sourcing and screening candidates to conducting interviews and negotiating offers.
Develop and implement innovative recruitment strategies to attract top talent, including the use of social media, networking events, and employee referral programs.
Partner with department heads to identify current and future staffing needs and develop effective workforce planning and succession strategies.
Training and Development:
Design and implement comprehensive training and development programs to enhance employee skills, knowledge, and capabilities.
Conduct training needs assessments and identify gaps in employee competencies, then develop targeted training initiatives to address these gaps.
Provide coaching and support to managers and employees on career development and performance improvement strategies.
HR Policies and Compliance:
Ensure compliance with all federal, state, and local employment laws and regulations, as well as company policies and procedures.
Develop and maintain HR policies and procedures in accordance with best practices and legal requirements.
Conduct regular audits and assessments to identify areas of non-compliance and implement corrective actions as needed.
Employee Engagement:
Lead initiatives to foster a culture of employee engagement, recognition, and feedback.
Design and implement employee engagement surveys and analyze results to identify areas for improvement.
Organize and facilitate employee events and activities to promote team building, collaboration, and morale.
Compensation and Benefits:
Manage the company's compensation and benefits programs, including salary benchmarking, incentive plans, and employee benefits administration.
Partner with finance to ensure the budgetary compliance of compensation and benefits programs and provide recommendations for improvements or adjustments as needed.
Provide guidance and support to employees on compensation-related inquiries and issues.
HR Analytics and Reporting:
Utilize HR analytics tools and methodologies to measure and track key HR metrics, such as turnover rates, employee engagement scores, and training effectiveness.
Prepare regular reports and presentations for senior management, providing insights and recommendations based on HR data analysis.
Use data-driven insights to identify trends, patterns, and areas for improvement within the organization's HR function.