Human Resources Manager

LRADAC•Columbia, SC

16h

About The Position

LRADAC offers a wide array of prevention, intervention and treatment programs in both Lexington and Richland counties, so when you join our team you are truly improving lives and improving communities. As a part of our dedicated staff, you will be a part of innovative programs and services taking a proactive approach to fighting addition and drug misuse in our schools, businesses, and neighborhoods. We tailor our programs to meet the ever-changing needs of the communities we serve. Our prevention, intervention and treatment programs spread the message that there is hope and that substance misuse and addiction are preventable and treatable. Come join an agency that believes in continuous improvement and training/education for our team members. We are passionate about reaching and renewing lives by restoring hope that change is possible. The HR Manager is expected to exercise discretion and independent judgment regarding matters of significance. Under guidance from the Vice President of Administration, this position directs, administers, coordinates, and evaluates human resources policies, programs, and practices. As a working manager, this position performs the essential duties of the role while also achieving goals and objectives through the human resources team. The ideal candidate for this position is a continuous learning who engages with our workforce team members with empathy and understanding. The successful candidate will be flexible to provide consultation and partnership to all levels of employees.

Requirements

Bachelor's degree in Human Resources, Business Administration or related field plus 5 years of progressive human resources experience OR Master's degree in related field plus 3 years of progressive human resources experience required.
At least 1 year of supervisory experience with responsibility for work assignments and personnel matters required.

Nice To Haves

Experience in a non-profit organization preferred.
Professional in Human Resources (PHR) or SHRM Certified Professional (SHRM-CP) preferred.

Responsibilities

Lead and monitor Human Resources policy review and implementation to ensure compliance with applicable federal, state, and local employment law and appropriate application for the agency.
Serve as primary point of contact for workers compensation, leaves of absence, accommodation requests, and other employment programs for team members, managers, and external vendors.
Conducts research and analysis of organizational trends including review of reports and metrics from the HRIS (ADP) and external benchmarks such as turnover, recruiting metrics, workforce planning, and other key performance indicators.
Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
Oversees and conducts employee disciplinary meetings, terminations, and investigations.
Partners with the leadership team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
Administers the performance management process including training, monitoring and trend reporting.
Conduct exit interviews of resigning staff and provide feedback to management regarding actions to improve staff retention.
Responsible for all personnel-related actions within the assigned departments including hiring selections, advancement, promotion, firing, disciplinary, and overall performance management including setting performance standards and goals.
Creates a compelling work environment and culture with a shared purpose of changing lives and communities.
Ensure agency compliance with Federal, State, and local legislation pertaining to all personnel matters.
Communicate and train staff on changes in employment laws and agency policies and procedures to ensure agency compliance.
Consult with legal counsel as appropriate, and/or as directed by CEO on personnel matters.
Complete annual compliance reports (e.g. EEO 1, TB Risk Assessment) and maintain other records, reports, and logs in support of associated human resources functions.
Oversee adherence to CARF, DPH, and other accrediting bodies for credentialing, licensing, and HR-related practices.
Attends all required meetings and training sessions.
Other duties as assigned.