Human Resources Manager (Part-Time)

TEDCO•Columbia, MD

4d•Hybrid

About The Position

The Maryland Technology Development Corporation (TEDCO) was established by the Maryland General Assembly in 1998 to provide funding, resources, and connections that early-stage technology and life sciences entrepreneurs need to grow and thrive in Maryland. TEDCO is seeking a dynamic Human Resources Manager to support their growing team on a part-time basis. The Human Resources Manager is primarily responsible for developing, implementing, and enforcing Human Resources policies and procedures that align with and support TEDCO's strategic direction, while creating a best-in-class employee experience. This role acts as a strategic thought partner to leadership and executes day-to-day tactical HR functions. This hybrid-remote role will provide up to 20 hours of support per week.

Requirements

Bachelor's degree in Human Resources, Business Administration, or Psychology
SPHR-SCP or SPHR Certification required.
Minimum of eight years of experience providing HR generalist support in a corporate environment.
Passion for employee engagement and leadership development.

Responsibilities

Talent Acquisition
Conducts job analyses to develop legally compliant job descriptions.
Utilizes reputable tools and resources to conduct compensation assessments and advise hiring managers on appropriate pay ranges in alignment with TEDCO’s compensation philosophy and programs.
Establishes relationships with academic institutions and professional organizations from which to source talent.
Develops skill/talent gap analysis based on strategic and tactical needs of the organization in collaboration with hiring managers and the leadership team.
Works with hiring managers and the Finance team to balance talent acquisition with fiscal realities.
Posts positions through LinkedIn, Glassdoor, Indeed, and other staffing resources.
Manages candidate information via an applicant tracking system.
Reviews applicants, schedules and conducts pre-screens, and makes recommendations for hiring managers regarding candidates to move forward.
Schedules interviews.
Extends employment offers and manages the employment contract process in concert with the Office of the Attorney General.
Sends follow-up correspondence to any applicants not selected for positions.
Onboarding
Manages comprehensive onboarding processes to enhance employee experience.
Completes all post-onboarding activities to include follow-up on employee-manager goal setting, I-9 and E-Verify completion, and personnel file creation.
Schedules Week One Meetings with Staff and 1st 90 days plan, including training
Notifies Administration, Finance, and the Development and Marketing teams of any new hires or terminations.
Orders equipment and peripherals through IT Vendor.
Schedules on-site support with IT to configure new employee laptops and access to appropriate systems at security levels defined by the work to be done by the new employee.
Ensures proper documentation of all equipment issued to employees.
Benefit Administration
Periodically conducts employee benefit surveys to understand employee needs and stay abreast of trending benefit offerings to ensure a competitive total compensation package.
Manages annual benefit renewal and enrollment process with benefit broker and platforms.
Audits benefit enrollments, ensuring employees have the coverage they elected.
Fields employee questions regarding benefits coverage.
Completes all benefit-related compliance reports.
Ensures proper communication around new benefit offerings and changes.
Responsible for 401 (K)Retirement Administration.
Responsible for 401(A) Pension/Retirement Administration.
Payroll
Sends bi-weekly reports to Finance to advise of any changes impacting payroll – promotions, title and bonus changes, qualifying event benefit changes, and changing 401K contribution changes.
Ensures supervisors have access to time- keeping for their direct reports.
Compliance
Manages relationships with all benefits, coaching, training, and other HR vendors.
Ensures all contracts are reviewed and approved by the OAG Office before execution.
Manages contract renewal process for HR services.
Processes any required EEO-1, VETS 4212, Affirmative Action, and other reports required of government contractors.
Completes and submits all benefits-related compliance reports.
Updates Employee Handbook annually and additional policies, as required.
Stays abreast of federal, state, and local laws impacting TEDCO and adjusts policies and training accordingly.
Tracks employment contracts and requests modifications and updates from the OAG office.
Ensures compliance with USCIS I-9 and E-Verify processes.
Employee Relations/Engagement
Provides policy interpretation for leadership and employees.
Coaches leadership in addressing performance concerns.
Investigates claims of harassment, sexual harassment, bullying, or discrimination in accordance with policy.
Facilitates meetings with management and staff to improve communication and working relationships.
Identifies opportunities to enhance employee engagement through pulse surveys, team building, talent rotation, employee recognition, and other programs.
Manages and enhances employee recognition programs.
Facilitates frontline leadership development and other staff training.
Schedules mandatory annual training on diversity, equity, and inclusion, harassment, and other topics.
HRIS/LMS Support
Plays an integral role in identifying any HR or employee-based systems to ensure operational efficiency.
Researches functionality, customer service, and costs and submits recommendations.
Drive new HR-system implementation activities.
Health & Safety
Regularly checks (monthly) the Automated External Defibrillator (AED) to ensure proper function and documents the check online with the vendor site.
Regularly checks the First Aid Kit to ensure it is properly stocked and documents the check online through the vendor site.
Advises staff of any safety alerts from building management.
Updates health and safety policies, as required.
Offboarding
Reviews with managers all decisions to terminate to ensure they align with the law, company policies, and best practices, and that proper documentation is in order.
Advises leadership of any risks.
Coordinates preparation of separation agreements.
Facilitates the termination meetings and collection of equipment and company-issued items.
Coordinates termination of network and system access with IT.
Notifies Development and Marketing, Administration, and Finance of employee separations.
Performs other duties and special projects, as needed.