Human Resources Manager

Shelter Association of Washtenaw County•Ann Arbor, MI

19h

About The Position

The Manager of Human Resources & Employee Relations coordinates and directs employee relations programs and functions and manages HR administration, labor relations, health and welfare benefit programs, and HR-related risk management. The role develops, interprets, and recommends program goals, objectives, policies, procedures, and courses of action, and reports directly to the Executive Director. The position partners with the Executive Director and leadership team on department goals, labor-management relations, talent strategy, compensation and benefits, recruitment, retention, succession planning, onboarding, training, and performance reviews. It advises management, employees, and union representatives on HR and employee relations matters; investigates workplace concerns; supports compliance with employment laws and collective bargaining agreements; administers benefits and leave programs; maintains HR records and reports; and participates in meetings and negotiations. The role supervises the Human Resources Coordinator. The Shelter Association of Washtenaw County is the primary provider of services and emergency shelter for individuals experiencing homelessness in Washtenaw County. Its services include residential and non-residential emergency shelter, shelter diversion, recuperative care, and warming shelter. Its mission is ending homelessness, one person at a time.

Requirements

Bachelor’s degree in a related field from an accredited college or university.
Three to five years of related experience in a human resources management role.
Three years of labor relations experience in a union environment, or an equivalent combination of education and experience.
SHRM-CP or SHRM-SCP certification required.
Excellent verbal and written communication skills.
Excellent interpersonal, negotiation, and conflict-resolution skills.
Excellent organizational skills and attention to detail.
Strong analytical and problem-solving skills.
Ability to prioritize tasks and delegate when appropriate.
Ability to act with integrity and professionalism and maintain confidentiality.
Thorough knowledge of employment-related laws, regulations, and labor relations practices.
Proficiency with Microsoft Office Suite or related software.
Proficiency with, or ability to quickly learn, the organization’s HRIS and talent management systems.
Ability to sit for prolonged periods and work on a computer, lift 15 pounds at times, and access and navigate the organization’s departments.

Responsibilities

Partner with the Executive Director to develop department goals, objectives, and systems.
Support labor-management relations and participate in collective bargaining negotiations; ensure compliance with collective bargaining agreements.
Work with management, union representatives, and employees to improve work relationships, morale, productivity, and retention.
Partner with the leadership team on human resource and talent strategy, including recruiting, retention, succession planning, and current and future talent needs.
Analyze compensation and benefits trends and research and propose competitive pay programs.
Oversee and administer recruitment, selection procedures, HR policies, and timely, complete employee onboarding.
Monitor career pathing and exit interview programs.
Maintain compliance with federal, state, and local employment laws and regulations and review policies and practices accordingly.
Support development of in-service education and training programs and train and advise management and staff on HR issues and practices.
Advise management and union representatives on HR and employee relations issues throughout the organization.
Investigate workplace concerns, including working conditions, corrective actions, and employee concerns, and recommend resolutions in accordance with policies and the collective bargaining agreement.
Administer the performance review program to support its effectiveness, compliance, and equity.
Lead review and maintenance of the employee handbook and respond to inquiries about policies, procedures, and programs.
Administer benefits with the third-party administrator, including claims resolution, change reporting, invoice approval, and annual policy review for cost-effectiveness.
Manage FMLA, ADA, workers’ compensation, and other organizational leave programs in accordance with applicable requirements.
Maintain accurate department records, including HRIS records and reports, and organizational charts for all business units.
Prepare and present required and special reports related to employee and labor relations.
Participate in or lead ad hoc and standing meetings, including union and Board HR Committee meetings.
Supervise the Human Resources Coordinator, including hiring, training, assigning and directing work, coaching, evaluating, rewarding and disciplining employees, and addressing complaints and problems.
Perform other incidental and related duties as required and assigned.