Human Resources Manager

THE Arc Northern Chesapeake Region

12d•$75,000 - $90,000•Onsite

About The Position

Reporting to the Director of People & Culture, the HR Manager, People & Culture will provide compassionate, engaging, and innovative day to day support to assigned areas as it applies to people and culture experiences and operations including team member recruitment, onboarding, engagement, development, benefit coordination, LOA, performance., Ensure applicable state and federal HR compliance while also looking for opportunities to innovate and set an example as it relates to continuous quality improvement. He/she/they will be responsible for handling a wide range of HR functions and serving as a valuable resource for employees and management. Additionally, act as a key driver in improving the employee experience, implementing initiatives that foster a positive and engaging workplace culture.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field is required.
4-6 years of Human Resources experience required.
Strong working knowledge of employment law.
HRIS technical proficiency required.
Skilled in Microsoft Suite.
Access to reliable transportation.
Active valid driver’s license, a clean driving record, and no more than two (2) points.
Maintain proof of current automobile insurance.
Maintenance of all required trainings under DDA guidelines and The Arc Northern Chesapeake Region policies and procedures.
Flexibility of scheduling to meet agency and program needs

Nice To Haves

HR Certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) preferred.
Paycom a plus.

Responsibilities

Ensure ongoing quality assurance and compliance with all applicable state and federal HR regulations, including reporting requirements.
Collaborate with the Director of People & Culture on policy and procedure development.
Review and follow up on data to ensure continuous quality improvement, compliance with policies and procedures, and systems improvement.
Foster collaboration with all agency departments to provide necessary HR support, ensuring team members have the tools needed to fulfill the mission.
Stay updated on labor laws, regulations, and industry best practices to ensure company-wide compliance.
Assist in developing and implementing HR policies and procedures, conducting audits, and ensuring proper documentation and record-keeping practices.
Ensure compliance with EEO, ADA, FMLA, HIPAA, WCC, and other applicable HR laws.
Serve as a trusted advisor and resource for employees and management on HR-related matters.
Support the performance management process by assisting with goal setting, providing guidance on performance evaluations, and facilitating performance improvement plans when necessary.
Support the Director, HR Generalists/Recruiters, People & Culture Analyst, and Training Specialist in day-to-day HR operations.
Provide support to the recruitment function, including coordination, screening, tracking, and other duties as needed.
Maintain team member files and records in electronic (HRIS) and paper formats.
Manage administrative tasks associated with the onboarding/offboarding process, including new hire/exit paperwork, emails, system updates, and coordination with payroll and IT.
Support the training function by coordinating training classes, events, meetings, and team member communications.
Provide administrative support for new employee orientation and ongoing team member engagement and development, including processing new hire paperwork, preparing orientation and training materials, and generating log-in information and notifications.
Assist the Director and HR Generalists with performance management administration and processing.
Collect and compile HR metrics and data from various sources, including HRIS, surveys, exit interviews, employment records, and government labor statistics.
Analyze data and statistics for trends and patterns, focusing on recruitment, hiring practices, motivation, turnover, and compliance with employment laws and regulations.
Prepare reports of data results, presenting and explaining findings to senior leadership.
Handle employee grievances, ensuring fair and timely resolution.
Properly investigate incidents, maintaining thorough documentation and following up as necessary.
Support talent management and development initiatives to nurture and grow employee skills and career paths.
Optimize the use of HRIS tools and technology to improve HR processes and data management.
Enhance employee access to digital tools and technology to interface with HR systems and processes.
Stay abreast of HR best practices and trends around employee recruitment, retention strategies, and employee recognition.
Conduct employee engagement surveys, benchmark performance, and develop action plans based on the results.