Human Resources Manager

Consumer Attorney Records Services•Pensacola, FL

1d•Remote

About The Position

Retrev LLC is seeking a dedicated and qualified individual to fill the role of Human Resources Manager. We partner directly with law firms across the United States to request, validate, and review claimant records for mass tort/class action law suits. Our small staff of ~35 people require a flexible, approachable leader to help them with their payroll, benefit, and HR-related needs.

Requirements

Bachelor’s degree- the major is not important as long as you have relevant experience.
HRCI and/or SHRM Certification required or attained within one year of hire.
Minimum of 2 years of HR Generalist/Manager experience partnering directly with senior leadership to develop, align and implement HR and organizational development strategies.
Experience supervising and developing staff.
Experience implementing strategies and systems for talent management, compensation and benefits, and HR technology.
Working knowledge of employment laws and other compliance issues.
Ability to listen and probe to understand underlying needs and/or root cause of an issue.
Ability to provide thoughtful, progressive and strategic guidance.
Strong interpersonal, verbal and written communications skills, including proficiency in developing and delivering presentations.
Demonstrated ability to anticipate and solve practical problems.
Ability to identify, influence, and collaborate with key stakeholders to achieved desired organizational outcomes.
Outstanding judgement, sensitivity, and high discretion.
Proficiency in Microsoft Office Suite and HR system applications.

Responsibilities

Source and attract candidates by utilizing databases, career fairs, etc.
Conduct interviews and screen candidates for open positions
All activities associated with onboarding/offboarding employees- loading them into our HRIS/benefits portal/time-keeping system, verifying I-9's, creating and issuing badges, requesting email/database access, running orientation classes, obtaining signed employee documents, communicating with supervisors and managers regarding training, scheduling 90-day reviews, performance conversations, annual reviews, and any other related actions.
Run job campaigns, partner with local colleges, attend job fairs, and communicate regularly with potential candidates. Maintain active pool of candidates as hiring needs arise.
Identify ways to increase staff retention and productivity, including strategies to enhance employee engagement, leadership and staff development, regular feedback and coaching, career pathing, and promoting a coherent organizational culture.
Complete bi-weekly payroll runs and any special off-cycle runs when needed. This includes reporting when benefits are elected (or any other applicable deductions go into effect) and supplying the Accounting Dept. with the appropriate reports after a cycle is run.
Maintaining accurate and secure employee files- both physically and digitally.
Lead the effective and efficient administration of the performance management process (while partnering with the Operations Manager), making sure that the organization’s supervisors are equipped to engage in constructive and ongoing feedback and coaching, collaborate effectively when co-managing staff, and encourage staff to actively participate in identifying and addressing performance gaps.
Mitigate legal risk to the organization through proactive training and education, clear systems and processes for managing conflicts with and between employees, handling and investigating complaints of harassment/discrimination and other unjust practice allegations.
Maintain current knowledge and application of all relevant laws and regulations at the local, state and national level relating to employment and ensure organizational compliance. This includes educating and advising managers and senior leaders on HR-related legal and regulatory matters and ensuring HR programs, practices and policies are aligned.