(FT) Human Resources Manager - Honest Weight : Job Details

EOE Statement We are an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, national origin, disability status, protected veteran status or any other characteristic protected by law. Category Administration Close Date 12/26/2024 Description

Status: Full-time, 40 hours per week, salaried

Salary: $80,000-$90,000

Supervisor: Cooperative Leadership Manager (CLM/GM)

Direct Reports: HR Benefits Administrator

Overview:

Oversees all areas and functions of Human Resources for paid employees of HWFC, including recruitment, hiring, training, record keeping, benefits administration, and staff development. Serves as Employee and Inclusion Advocate.

Essential Responsibilities: To serve as a resource and advocate for all employees, and to support a culture that is guided by our cooperative principles and statements of conscience. To ensure legal compliance and manage risk. To support management and the board of directors with strategic insights. To assist managers in performing their supervisory responsibilities and resolving issues. To perform recruitment and retention related tasks.

As Employee Advocate, understand interests and concerns of employees. Work closely with the team to include employee perspectives in all aspects of the administration and problem solving. Ensure that all employees are aware of and understand their rights as laid out in the Employee Manual and that they understand and act in accordance with the HWFC Universal Expectations.

As Inclusion Advocate, Assess HWFC's representation of Black, Indigenous, People of Color (BIPOC) and advise management on strategies to increase the number of BIPOC employees as well as those from other protected classes through such efforts as: Identifying programs and initiatives and trainings that will increase BIPOC representation in HWFC; and addressing concerns facing specific demographic populations.

Employee Advocate Responsibilities:

* Seek employee perspectives and use them to inform policy and practices.

* Act as primary point of contact for internal employee relations issues. Facilitate collaborative/cooperative problem solving among staff members. When appropriate, mediate dispute resolution meetings for employees and lead departmental problem-solving efforts.

* Investigate formal and informal employee complaints and concerns; provide status updates to affected staff when possible.

* Maintain an open-door policy for addressing staff issues and receiving input on ways to positively influence the employee experience.

* Work with managers to develop and implement a process to assess employee Knowledge, Skills, and Abilities (KSA); Develop and support specific actions that will help develop talent.

* Ensure that regular communications are distributed to all employees.

Inclusion Responsibilities:

* Collaborate with the CLM and department managers to expand BIPOC workforce recruitment and retention.

* Remain current on equal opportunity and non-discrimination laws and regulations. Research and implement diversity and anti-racism training for all staff, in coordination with the relevant committees to the board.

* Research, using focus groups, surveys or other methods, practices and training to increase inclusion, multiculturalism, diversity and non-discrimination in the workplace. Advise CLM and Board on best practices to achieve these goals.

* In collaboration with marketing department, create and promote diversity-oriented events, minority and protected class inclusion programs and cross-cultural workshops.

General Responsibilities:

* Working with Department Supervisors, ensure current job descriptions are maintained for all paid positions.

* Maintain a calendar of staff performance evaluations; ensure evaluations are completed as scheduled.

* Provide guidance and consultation regarding performance management and use of Performance Improvement Plans.

* Proactively identify program and policy gaps within HWFC's HR function, collaborate with the HR team on developing and implementing new programs/policies as needed, referring to the Board of Directors for approval, where necessary.

* Manage HR team, including:

* Hire and supervise HR Benefits Specialist. Where appropriate, provide training to ensure roles are performed effectively.

* Conduct timely performance reviews; provide feedback, recognition, and coaching as needed.

* Meet regularly and consult with the HR team for collaboration and seamless HR services delivery.

* Lead the process of developing department goals, objectives, and systems.

* Manage HWFC's HRIS, including:

* Work with finance department to ensure accurate, up to date information within the system.

* Manage relationships with third-party HRIS providers.

* Identify whether current HRIS solution is suitable for HWFC's current and future needs; lead sourcing project for expansion or new solution as needed.

* Ensure legal compliance and risk mitigation, including:

* Maintain up-to-date, confidential, electronic and hard-copy personnel files of employees.

* Ensure HWFC's compliance with applicable labor laws through maintenance of proper records ; identify gaps where additional processes & documentation are needed and address them.

* Ensure that all worker compensation, unemployment or other personnel related claims are handled promptly and within legally required timeframes.

* Consult with the CLM and/or legal counsel concerning employment issues, when necessary.

* Complete recruitment, onboarding, and retention tasks, including:

* Post jobs at the coop, HWFC's website, and relevant recruitment websites

* Develop and maintain our applicant tracking system. To ensure an adequate pipeline of candidates to fuel company growth

* Facilitate a presence at both internal and external job fairs/ community events

* Develop and maintain an online recruiting presence using a diverse mix of recruiting tools, websites, and social media sites.

* Include job opportunities in weekly company communication email and membership communication tools.

* Establish and maintain an active new employee onboarding system

* Lead regularly scheduled new hire orientation

* Ensure that new hires receive a copy of their job description guide

* Include new hire welcomes in weekly company communication email.

* Manage employee appreciation programs and budget in conjunction with Co-op initiatives.

* Conduct exit interviews process, including electronic surveys, monitoring, and analyzing data from separated employees

* Coordinate compliance with labor law regulations as they apply to terminated employees

* Oversee administration of HWFC's health insurance, retirement, wellness education, EAP, and other benefit plans; advise CLM and Board on potential improvements or recommended changes to plans.

* Serve on the Personnel Committee (paid time, may require evening meetings once or twice per month).

* Maintain Employee Manual, working in conjunction with the HWFC Personnel Committee, making changes approved by the Board of Directors as instructed when policies are revised and developed. Alert staff to updated policies.

* Work with CLM and other HWFC managers to develop and implement training programs

* Refer parties to outside mediation services when appropriate per the Employee Manual.

* Promote nationally recognized cooperative principles and values.

* Understand HWFC ownership benefits as they relate to staff.

* Collaborate with the CLM and other managers on workforce recruitment, planning and allocation, and develop and implement initiatives supporting the HWFC mission.

* Attend and participate in all-staff meetings regularly.

* Other tasks as identified by Management.

Full-Time/Part-Time Full-Time Open Date 12/11/2024 Position Human Resources Manager Position Requirements

Qualifications

* 3 years' experience in Human Resources as a manager or director.

* Bachelor's degree in Human Resources or related field, Master's degree preferred.

* Education/training in/familiarity with applicable laws and regulations.

* HRCI or SHRM certification.

* Excellent written and oral interpersonal communication skills.

* Excellent time-management and self-supervisory skills.

* Ability to work with and protect confidential information.

* Experience with team management and collaboration.

* Demonstrated understanding of group process, collaborative problem-solving, and consensus decision-making.

* Prior retail, co-op, or mission-based organization experience a plus.

* Computer skills (develop and maintain spreadsheets, word processing, email, internet applications etc.).

* Ability to lead management teams in developing and implementing HR procedures.

* Minimum 3 years of experience supervising staff.

* Experience implementing HR initiatives and programs from the ground up.

* Demonstrated objectivity, neutrality, calmness under pressure.

* Ability to work both independently and as part of a team.

* Familiarity and demonstrated experience with consensus decision-making and collaborative problem-solving.

* Organized, with attention to detail.

* Willingness and ability to learn and grow to meet the changing requirements of the job.

Key Competencies:

* Planning, Prioritizing and Goal Setting - Able to prepare for emerging staff needs; manage multiple projects; determine project urgency in a meaningful and practical way; use goals to guide actions and create detailed action plans; organize and schedule a wide variety of tasks.

* Flexibility - Able to remain open-minded and change opinions on the basis of new information; perform a wide variety of tasks and change focus quickly as demands change; manage transitions effectively from task to task; adapt to varying organizational needs.

* Vision - Able to envision and understand the big picture, adjust plans as necessary.

* Strategic Thinking and Problem Solving - Able to see the big picture and use peripheral vision for decision making; able to take action in solving problems while exhibiting judgment and a realistic understanding of issues; able to use reason when dealing with emotional topics.

* Initiative - Able to bring about great results from ordinary circumstances ; prepare for problems or opportunities in advance ; transform ideas into productive business outcomes ; undertake additional responsibilities and respond to situations independently.

* Communication - Able to clearly present information through the spoken or written word ; read, interpret, and effectively communicate complex information ; talk with staff or vendors ; listen well.

* Teamwork - Able to share due credit with coworkers; display enthusiasm and promote a friendly, positive and productive group working environment; work closely with other HWFC staff as necessary; support group decisions and solicit opinions from peers.

Shift -not applicable-