| Description: |
Under supervision of the Organizational Resources Director, the HR Manager will maintain and enhance the organization's human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices in alignment with LCI business needs, employee engagement and culture.
Responsible to provide practical, consistent, and proactive support, direction and advice to HR staff and leadership team members on HR policy, procedure and best practice relating to recruitment, compensation and benefits, recognition, career development and legislation.
Principal Duties and Responsibilities: May perform personally or through subordinate personnel the duties outlined below. These are not to be construed as exclusive or all-inclusive. Other duties may be required and assigned.
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Model LCI values and play a key role in maintaining the culture of the organization through personal and cross-functional accountabilities.
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Implement strategies to enhance and support employee engagement, human resources, performance development and recruiting efforts.
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Actively support the achievement of LCI’s strategic initiatives in a manner consistent with LCI’s mission, values and brand.
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Develop and integrate HR programs and associated projects to achieve strategic business goals and operational objectives.
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Supervise and direct the work of human resources staff. Ensure performance standards are met.
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Establish formal means of accountability, give adequate direction, advise of job responsibilities, conduct regular performance meetings, and support staff in advancing their career path.
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Advise and counsel leaders on HR and organizational best practices.
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Maintain the employee handbook and provide support and assistance to leaders with interpretation and administration.
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Ensure the consistent administration of policy within the organization and effectively respond to questions from employees.
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Ensure HR processes are aligned with LCI culture beginning with the recruitment process through off boarding.
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Manage and continuously improve the on boarding and off boarding of LCI employees aligning with best practice while promoting business continuity and employee engagement.
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Analyze staffing needs, turnover, and other Human Resources metrics.
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Support change initiatives while assuring positive employee relationships.
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Manage the organization’s compensation and benefits structure in order to attract and retain competent employees.
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Review structure on an annual basis and bring forth salary adjustment recommendations.
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Advise Organizational Resources Director on market and industry trends. In conjunction with the Organizational Resources Director, administer employee benefit programs and plans.
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Participate in annual benefit review and seek solutions supportive to the organization’s goals and objectives and workforce needs.
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Make recommendations on benefit offerings to Organizational Resources Director.
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Develop and administer a performance management system to ensure employees are receiving regular feedback on their performance.
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Effectively work with leaders to calibrate talent as well as develop action plans to address employee performance and development needs.
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Counsel and provide support to division teams regarding full range of employee- and employment-related issues, including employee hiring, development, retention, discipline, and regulatory matters (e.g., FMLA, ADA).
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Work with Training and Development Manager to ensure job-specific training is effective in ensuring new employees are fully aware of their responsibilities, performance expectations and how their role is connected to the organization’s success.
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In conjunction with the Training and Development staff, develop supervisory training related to employment topics and staff training for topics such as: team-building, change management, performance management, supervisory skills, time management, leadership development, and other identified organizational initiatives.
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Complete and submit annual Affirmative Action Plan report. Investigate and represent LCI with Equal Employment Opportunity Council (EEOC) and Wisconsin Equal Rights Division (ERD) charges, as well as complaints or formal charges regarding wage and hour, discrimination, harassment, safety, workers’ compensation or other employment-related matters.
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Remain aware of recent trends in employment law and state and federal regulations in order to remain responsive to a changing environment.
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