Human Resource Manager/Director

Arbor Research Collaborative for Health•Ann Arbor, MI

About The Position

This role encompasses the full spectrum of Human Resources functions, including recruitment, employee development and relations, performance evaluations, benefit administration, HR systems, payroll, policy interpretation, and special projects. The position plays a key role in supporting the organization's strategic objectives through effective HR practices. Responsibilities include developing, implementing, and guiding HR policies, providing HR insights on operating procedures, and ensuring fair and consistent interpretation. The role involves counseling employees on personnel issues, managing disciplinary actions, and fostering an environment where employees feel comfortable approaching HR with concerns. It also includes overseeing hiring and onboarding, managing work eligibility (I-9, Visa), designing and negotiating benefit programs, administering health & welfare and retirement plans, managing the performance review process, and ensuring legal compliance with various labor laws and regulations. For the Director level, additional responsibilities include developing annual budgets for the HR department and related programs, crafting the company's vision and mission with leadership, developing and implementing a human resources strategic plan, leading change initiatives, managing vendor relationships, overseeing the design of HRIS, and implementing talent management, learning and development, and compensation programs. The Director also serves as staff liaison to the Board of Directors Human Resources & Compensation Committee and assists executives in defining organizational goals.

Requirements

Bachelor’s degree with at least 3-5 years of Human Resources Management experience
Excellent organizational skills and ability to multi-task
Excellent verbal and written communication skills
Proficiency with all Microsoft Office applications
Ability to meet deadlines and perform under pressure
Bachelor’s degree with at least ten (10) years of HR Management experience
HR certification (sponsored by HRCI or SHRM)

Nice To Haves

Health research background and/or professional services experience
Government contractor experience

Responsibilities

Handle all aspects of Human Resources, including but not limited to, recruitment, employee development and relations, performance evaluations, benefit administration, HR systems, payroll, policy interpretation, and special projects.
Lead activities in support of the organization’s strategic objectives assigned to the HR area.
Write, implement, and provide guidance to the management team about policies related to HR. Provide HR-related insights on all operating procedures. Provide effective communication of these policies, emphasizing thoughtful, fair, and consistent interpretation.
Provide counsel to employees (including supervisors and staff at all levels) regarding personnel issues such as workplace productivity and interpersonal relationships. Triage and arrange availability of external resources such as employee assistance programs, and implement any necessary disciplinary actions, documentation, or grievance procedures. Maintain an environment in which all employees are comfortable approaching members of the HR department with concerns of any type, with assurance of confidentiality and problem-solving intent.
Oversee the hiring and onboarding processes, including designing a recruitment procedure that is effective and appropriate for each target staff. Serve as lead recruiter for select positions, as needed.
Manage work eligibility issues ( I9, Visa) for employees
Design and negotiate a competitive benefit program that reflects the points of view and values of a diverse staff. Provide thoughtful communication with staff about benefit issues that reflects fair and consistent implementation of benefit programs.
Serve as Plan Administrator for the organization’s Health & Welfare benefit plans and Retirement Plans. Under oversight from the President or VP Finance, manage related compliance activities, including required audits.
Manage the annual performance review process, review and revise job descriptions. Use appropriate tools to ensure fair and competitive salaries. Facilitate constructive feedback from supervisors to employees.
Design and implement a comprehensive learning and development program in line with the organization’s strategic objectives.
Design and oversee implementation of an efficient system of employee records that complies with all organizational process and legal needs.
Oversee staff departure processes, such as exit interviews, COBRA administration, unemployment claims, and document maintenance.
Ensure legal compliance for all HR related functions and programs, including but not limited to, OSHA, EEO, ADA, Civil Rights and Department of Labor policies. Respond to inquiries and investigations and file mandatory reporting requirements. Track and manage compliance (e.g., FLSA, FMLA, and Workers Compensation).
Develop and manage the annual budgets for the HR department, professional development program, staff activities program, and organizational compensation program.
Work with the Arbor Research leadership team to craft the company's vision and mission. Develop and implement a human resources strategic plan in support of the organization's strategic objectives.
Lead change initiatives across the organization to optimize organizational potential and achieve strategic business and operational objectives.
Maintain effective vendor relationships, including HR legal counsel, benefits broker, retirement administrators, and others. Evaluate existing and prospective HR-related vendors.
Develop HR policies, oversee fair and consistent implementation, and provide related guidance to managers.
Provide advice and resources to employees (including supervisors s and staff at all levels) regarding personnel issues, and oversee disciplinary actions and/or performance management plans as needed.
Oversee staff hiring, onboarding, and departures, ensuring that the processes for each are supportive of the organization's culture strategic initiatives.
Oversee work eligibility ( I-9 Process/ Visa) for employees.
Serve as plan administrator for the organization’s health & welfare benefit plans and retirement plans. Under oversight from the President and in collaboration with the Vice President of Finance, manage related compliance activities, including required audits.
Oversee the design of an efficient human resources information system (HRIS) of employee records that complies with all organizational process and legal needs.
Design and oversee the implementation of equitable and rewarding programs for talent management, learning and development, and compensation.
Design and implement the organization's Culture program.
Serve as staff liaison to the Board of Directors Human Resources & Compensation Committee
Assists executives and/or senior directors in defining organizational goals and strategic plans.