Human Resource Manager
Job SummaryThe Human Resource Manager plans, coordinates, and directs the performance functions of The Children's Coalition of Northeast Louisiana, with an emphasis on employee engagement.
In this role, you will lead the execution of day-to-day HR operations, facilitate the delivery of onboarding and assimilation, and conduct employee relations-based investigations while ensuring compliance.
Additionally, the Human Resource Manager will work in partnership with the Children's Coalition for Northeast Louisiana's (CCNELA) leadership team to develop and execute strategies aimed at attracting, developing, and retaining diverse talent to assist in achieving the organization's vision of creating communities where children and families thrive.
The Human Resource Manager will report directly to the Executive Director and will work across the organization.
This role is currently a department of one.
However, the position may evolve to include direct reports in the future.
CCNELA is an Equal Opportunity Employer.
Essential FunctionsTalent Management and Workforce Planning Lead the development and implementation of robust recruitment, hiring, and onboarding processes that yield a diverse pool of candidates and strong hires.
Facilitate talent planning across teams, identify staffing and recruiting needs; develop and execute best practices for hiring and talent management.
Develop and implement performance management processes; lead efforts to adapt these as CCNELA grows.
Establish and maintain processes for updating job descriptions; support strategic and operational thinking as it relates to workforce planning.
Activities Include:
Assist with drafting job descriptions, serve as the initial point of contact.
Develop and post job vacancies Develop a network of recruitment sources Consult with hiring managers on the recruitment and interview process Coordinate interview process to fill vacant positions.
Conduct onboarding of new employees HR Compliance Develops and implements policies, processes, training, initiatives, and surveys to support the organization's human resource compliance and strategy needs.
Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
Maintain knowledge of employment trends and regulations to ensure adherence to federal, state, and local legal requirements.
Advise management on needed actions to ensure policies and procedures reflect best practices and compliance with existing laws.
Create and/or update policies, procedures, guidelines, and supervisor training as needed.
Employee Retention & EngagementLead organizational culture projects, such as developing climate surveys, analyzing data, and developing and implementing action plans.
Partner with internal stakeholders to implement strategies for employee engagement and retention.
Develop and coordinate professional development opportunities for staff.
HR Operations Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; recognition, and morale; occupational health and safety; and training and development.
Maintains knowledge of best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
Serve as employee benefits and retirement benefits administrator including initial enrollments, open enrollment, and changes throughout the year.
Manage Human Resource Information System portal including pay and attendance administration, information entry, report preparation, and Human Resource analytics and metrics.
Stay abreast of new features, facilitate training, and utilize new technology to improve efficiency.
Develop and run reports in Human Resource Information System to analyze data and make recommendations regarding operations.
Provide guidance and consultation to employees and management regarding employee benefits.
Collaborate with insurance brokers for analysis, review, and renewal of employee benefits.
Employee Relations Consult, provide guidance, and make recommendations on corrective and/or disciplinary actions related to employee conduct and/or performance issues.
Conduct investigations related to alleged discrimination, harassment, retaliation, and employee grievances.
Serve as primary contact for employee questions regarding organizational policies and procedures.
Recommend and develop new approaches, policies, and procedures to deliver ongoing improvement in the efficiency of human resources practices.
Other duties as assigned; the scope of the job may change as necessitated by business demands.
Qualifications/RequirementsQualifications Bachelor's degree in Human Resources, Business Administration, or related field required; Masters's degree preferred or five years of human resource experience required.
Previous experience in employee experience-related services areas such as onboarding and assimilation, training delivery, talent acquisition, talent management, performance management, and employee engagement.
SHRM-CP or SHRM-SCP is preferred.
Strong knowledge and experience with federal, state, and local employment laws (e.
g.
FLSA, FMLA, ADA, EEO, OSHA, COBRA, etc.
) Exceptional verbal, and written communication skills Ability to travel 10% of the time.
Recommended Skills Administration Business Administration Data Analysis Employee Engagement Employee Motivation Human Resources Information System (Hris) Apply to this job.
Think you're the perfect candidate? Apply on company site Estimated Salary: $20 to $28 per hour based on qualifications.
In this role, you will lead the execution of day-to-day HR operations, facilitate the delivery of onboarding and assimilation, and conduct employee relations-based investigations while ensuring compliance.
Additionally, the Human Resource Manager will work in partnership with the Children's Coalition for Northeast Louisiana's (CCNELA) leadership team to develop and execute strategies aimed at attracting, developing, and retaining diverse talent to assist in achieving the organization's vision of creating communities where children and families thrive.
The Human Resource Manager will report directly to the Executive Director and will work across the organization.
This role is currently a department of one.
However, the position may evolve to include direct reports in the future.
CCNELA is an Equal Opportunity Employer.
Essential FunctionsTalent Management and Workforce Planning Lead the development and implementation of robust recruitment, hiring, and onboarding processes that yield a diverse pool of candidates and strong hires.
Facilitate talent planning across teams, identify staffing and recruiting needs; develop and execute best practices for hiring and talent management.
Develop and implement performance management processes; lead efforts to adapt these as CCNELA grows.
Establish and maintain processes for updating job descriptions; support strategic and operational thinking as it relates to workforce planning.
Activities Include:
Assist with drafting job descriptions, serve as the initial point of contact.
Develop and post job vacancies Develop a network of recruitment sources Consult with hiring managers on the recruitment and interview process Coordinate interview process to fill vacant positions.
Conduct onboarding of new employees HR Compliance Develops and implements policies, processes, training, initiatives, and surveys to support the organization's human resource compliance and strategy needs.
Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
Maintain knowledge of employment trends and regulations to ensure adherence to federal, state, and local legal requirements.
Advise management on needed actions to ensure policies and procedures reflect best practices and compliance with existing laws.
Create and/or update policies, procedures, guidelines, and supervisor training as needed.
Employee Retention & EngagementLead organizational culture projects, such as developing climate surveys, analyzing data, and developing and implementing action plans.
Partner with internal stakeholders to implement strategies for employee engagement and retention.
Develop and coordinate professional development opportunities for staff.
HR Operations Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; recognition, and morale; occupational health and safety; and training and development.
Maintains knowledge of best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
Serve as employee benefits and retirement benefits administrator including initial enrollments, open enrollment, and changes throughout the year.
Manage Human Resource Information System portal including pay and attendance administration, information entry, report preparation, and Human Resource analytics and metrics.
Stay abreast of new features, facilitate training, and utilize new technology to improve efficiency.
Develop and run reports in Human Resource Information System to analyze data and make recommendations regarding operations.
Provide guidance and consultation to employees and management regarding employee benefits.
Collaborate with insurance brokers for analysis, review, and renewal of employee benefits.
Employee Relations Consult, provide guidance, and make recommendations on corrective and/or disciplinary actions related to employee conduct and/or performance issues.
Conduct investigations related to alleged discrimination, harassment, retaliation, and employee grievances.
Serve as primary contact for employee questions regarding organizational policies and procedures.
Recommend and develop new approaches, policies, and procedures to deliver ongoing improvement in the efficiency of human resources practices.
Other duties as assigned; the scope of the job may change as necessitated by business demands.
Qualifications/RequirementsQualifications Bachelor's degree in Human Resources, Business Administration, or related field required; Masters's degree preferred or five years of human resource experience required.
Previous experience in employee experience-related services areas such as onboarding and assimilation, training delivery, talent acquisition, talent management, performance management, and employee engagement.
SHRM-CP or SHRM-SCP is preferred.
Strong knowledge and experience with federal, state, and local employment laws (e.
g.
FLSA, FMLA, ADA, EEO, OSHA, COBRA, etc.
) Exceptional verbal, and written communication skills Ability to travel 10% of the time.
Recommended Skills Administration Business Administration Data Analysis Employee Engagement Employee Motivation Human Resources Information System (Hris) Apply to this job.
Think you're the perfect candidate? Apply on company site Estimated Salary: $20 to $28 per hour based on qualifications.
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