Human Resources Manager

CU Answers•Grand Rapids, MI

10d

About The Position

The HR Manager drives daily initiatives related to benefits, payroll, employee and management support, training and education, and compliance at CUAnswers and with its network partners. Working closely with the VP of HR, the role helps build, maintain, promote, and administer HR programs and works with managers and employees to support effective program implementation and use across the network. The position requires independent judgment in assessing complex situations, weighing information and potential risks, and making decisions aligned with organizational goals and values. The HR Manager balances competing priorities, works through ambiguity, and handles urgent or sensitive matters with discretion. Responsibilities also include supporting team operations, coordinating benefit administration and payroll-related HR processes, maintaining compliance, developing employee education programs, and serving as a resource to staff and management.

Requirements

Four-year degree in a business-related field, preferably Human Resources, or equivalent work experience; equivalent experience is at least 2–3 years of experience in human resources or recruiting.
Proficiency with Microsoft Office applications, including Outlook, Word, Excel, and PowerPoint.
Ability to handle multiple priorities and meet deadlines.
Ability to prioritize work and identify critical tasks.
Experience with HRIS systems, payroll platforms, and applicant tracking systems.
Initiative and timely, appropriate follow-up on responsibilities and commitments.
Knowledge of current labor laws.
Strong problem-solving and presentation skills.
Strong attention to detail and accuracy.
Ability to build positive working relationships and influence others.
Conflict-resolution skills.
Business acumen to align actions and expenses with business goals.
Ability to work in a fast-paced, changing environment, both independently and as part of a team.
Excellent verbal and written communication skills.
Ability to work with external clients and internal staff and collaborate effectively with other CUAnswers teams.
Discretion when handling sensitive or confidential data.
Ability to operate a telephone, photocopier, fax machine, and PC workstation.
Regular and predictable attendance.
Commitment to the company mission and the seven cooperative principles of a cooperative.
Ability to travel by auto or plane to multiple locations throughout the United States, with travel frequency varying as needed.
Valid driver’s license and an insurable driving record.

Responsibilities

Assist the VP of Human Resources with day-to-day team operations, including coaching, mentoring, staff development, hiring, discipline, performance reviews, training, goal setting, payroll processing, and staff budgeting.
Partner with the VP of Human Resources on strategic planning, budgeting, project execution, and personnel development initiatives.
Coordinate administration of health, dental, life, workers’ compensation, disability, reimbursement account, and COBRA benefits.
Coordinate with benefit vendors, the VP of HR, and the CFO on benefit plan design and implementation.
Develop and maintain educational materials about HR practices, and promote benefit programs through orientation, courses, and communications.
Ensure employees know about available benefits and resources; maintain benefit-system documentation and support HR team members’ understanding of benefit programs and procedures.
Oversee and coordinate employee open enrollment periods.
Oversee HR processes supporting accurate and timely payroll, including employee information, timekeeping, paid time off, leave records, compensation changes, benefit deductions, leave payments, and payroll adjustments.
Ensure managers and employees follow timekeeping, payroll submission, and approval procedures.
Collaborate with Payroll and Accounting to resolve discrepancies, improve processes, and maintain communication and appropriate separation of duties.
Develop and improve HR-related payroll procedures and internal controls; serve as an escalation resource for complex payroll-related HR matters.
Ensure compliance with FMLA and disability leaves, including employee and manager education, process development, and maintenance.
Coordinate required HR documentation and maintain the HR RIM program in line with legal requirements.
Work with the VP of HR to track government updates and policies, research mandates, prepare educational materials, and conduct training.
Assist Accounting and Internal Audit with audit requests, and assist Payroll with compliance for weekly payroll runs.
Develop and implement employee education programs, facilitate and coordinate training, and monitor and report participation and progress.
Develop marketable client-facing programs based on internal program frameworks and research and improve programs using internal and external resources.
Coordinate training schedules, trainers, facility setup, and contact details for education and succession programs.
Serve as a resource for staff and management and respond to HR questions involving benefits, payroll, policies, job openings, compliance, and leave.
Research and provide solutions to employees and managers on challenging questions or projects.
Work with the VP of HR on team projects, including ERO, handbook updates, job-description reviews, and system implementations.
Provide reporting and HRIS maintenance for the HR team, managers, and employees.
Use independent judgment to assess complex situations and make decisions aligned with organizational goals; manage multiple priorities with discretion and sound judgment.
Perform additional duties as assigned to support organizational goals and evolving business needs.
Travel by auto or plane to locations throughout the United States, including client sites and other buildings, as needed.