Sr. Human Resource Manager

SUMMARY The Senior HR Manager provides leadership to the HR department, including but not limited to oversight of compliance and regulatory requirements, training, employee relations and morale, compensation and benefits management, and talent management and staffing. The Sr. HR Manager ensures plans and Company policies are administered in accordance with federal and state regulations. This position requires the highest standards regarding confidentiality and integrity. This role will report to the General Manager (GM) or equivalent site leadership. ESSENTIAL JOB FUNCTIONS As part of the leadership team, this position will work closely with the other leaders as business partners to make the necessary decisions and provide guidance to leaders in making HR related decisions. The role is responsible for success in the following areas of responsibility, including but not limited to: Compliance: Extensive HR knowledge of current Federal, State and local laws. Researching and anticipating upcoming changes to law which could affect the Company and employee base, ensuring complete awareness of the employment laws in the state of California and that NewVac policies and procedures and practices remain in full compliance. Oversees all workers' compensation accident reporting and case management. Maintain all necessary government reports for OSHA, new hire reporting, COBRA, HIPAA and ERISA compliance. Compiles data from personnel records, prepares and maintains records of hired employee characteristics for governmental reporting purposes including EEO; OSHA 300 Log; VETS 100; etc. Compensation and Benefits Administration: Oversee employee benefits including claims resolution, change reporting, approving invoices for payment, open enrollment, and timely communication of benefit information to employees Survey industry trends to ensure that NewVac is offering inclusive, market-competitive and equitable employee benefits and pay, and advise upper management on findings. Oversee administration of leaves of absences, including short-term and long-term disability, maternity, family bonding, accommodations (FMLA, CFRA, PDL, STD, LTD, etc.) This position acts as a liaison between employees and insurance providers to resolve benefits-related issues as required. Employee Relations: Manage resolution to complex employee relations issues and conducts effective, thorough and objective investigations. Guide managers and employees through conflict resolution including partnering with legal advisors when required. Stays abreast of and informs upper management regarding employee relations issues, and work-related problems that adversely affect morale, health, and productivity. Advises management of recommended steps to remedy when appropriate. Facilitates disciplinary action to employees in conjunction with the manager, offering guidance and recommendations. Oversees onboarding and termination processes. Talent Acquisition and Management: Organizes recruitment efforts for all personnel; manages job descriptions and places advertisements, screens resumes and schedules interviews. Maintains staffing levels in accordance with headcount plans and alerts management when changes occur Plan and delivers a talent acquisition strategy to ensure all business unit roles are filled with top talent in an efficient manner resulting in a great candidate experience. Coach and advise leaders to optimize the employee experience and support development and succession of future leaders. Attends performance reviews and makes recommendations to managers related to career management and ensures that a comprehensive annual performance review process is completed for all employees Organizational Culture: Enhance the company's organizational culture, ensuring alignment with core values and mission while monitoring the pulse of the business for employee morale and risks. Track operational plans, establish and monitor key metrics and performance tracking processes to include turnover, absenteeism, safety, among other key metrics. Initiate and strategize effective transparent and regular communications between management and the employees REMOTE WORK OPTION None. This role is on-site only. SUPERVISORY RESPONSIBILITIES Direct leadership of the Human Resources department. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential job function satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 4-year college degree in HR Management 10+ years of work experience in HR personnel administration 5+ years of work leading an HR department. 5+ years of recruiting and talent management experience SHRM Certified Professional (SHRM-CP) Experience with an HRIS and PEO, including reporting capabilities. Excellent and demonstratable knowledge of MS Office tools. Proven ability to manage, lead and develop teams and build strong relationships across a matrixed organization. Experience in employment cases in either court or arbitration Strong business acumen, along with the ability to partner effectively with senior leaders. Excellent interpersonal, communication, and negotiation skills. Strong analytical and problem-solving skills, with the ability to think strategically and deliver results. Ability to maintain confidentiality and handle sensitive information with absolute discretion Capable and experienced in conflict resolution #J-18808-Ljbffr

Created: 2025-03-01