Description The HR Manager (HRM) plays a vital role in supporting employee-related matters, partnering closely with executives and management teams to hire new employees, manage employee performance, maintain positive employee relations, and help develop employment policies and employee training, while maintaining confidential employee records. The HRM actively supports various committees and teams within the agency, including management, recruitment/hiring, safety, and other committees, teams, and special projects as assigned.
The ideal Human Resources Manager believes in the agency's Vision and Values (see Employee Handbook), has a broad range of skills and talents that empower well-being and achievement for all, and contributes vitality to IEI's mission.
ESSENTIAL FUNCTIONS
- Manages the Human Resources functional areas in accordance with state and federal laws and agency personnel policies/procedures
- Provides in-person support to all IEI Supervisors and Team Members
- Leads, inspires, mentors, and supervises Human Resources staff.
- Provides oversight, monitoring, and administration of the functional areas of Human Resources, including the following:
- Compensation program (wages and salaries),
- Drug testing program,
- Background screening, including a criminal background check system and references
- Recruitment and selection process and activities,
- Position job description development,
- Employee transfer activities,
- Leaves of absence, workers’ compensation,
- Employee relations, including guiding the disciplinary actions of supervisors
- Employee record keeping,
- Performance appraisal system
- Cultural competency program,
- Employee grievance and investigation processes, and termination processes.
- New employee orientation program and ongoing employee training
DUTIES AND RESPONSIBILITIES
This list of duties is not meant to be an exhaustive list of “all duties” for which a Human Resource Manager is responsible. It is merely an outline of the areas of responsibility and duties.
- Provides technical assistance for management and other staff regarding employment-related issues. Acts as an advisor and coach.
- Develops and oversees the measurement and outcomes of deliverables using Workforce Analytics.
- Oversees the Human Resource components of the HRIS System and acts as a “super systems administrator.”
- Maintain employee personnel, confidential, and medical records
- Network with directors and program managers who support the centralized safety committee, and attend meetings as required.
- Manage workers' compensation claims through SAIF and local healthcare professionals while supporting management on behalf of employees performing modified job duties.
- Manage employment claims by networking with the Oregon Employment Department and 501(3) Agencies Trust.
- Act as the secondary administrator of benefits programs by networking with administrators, directors, and employees
- Assist with assessing and implementing new policies, monitoring training programs, and maintaining employee training records.
- Network with directors, program managers, and the Oregon Licensing Department around the renewal of program licenses, primarily in the review of employee records
- Engage in assertive, respectful communication while using person-first or preferred language.
- Follow and model all policies, procedures, and systems appropriately.
- Dependable, reliable, and regular work attendance, including team meetings, All-Staff Meetings, and other meetings as required
- Operate within the established policies and procedures framework with little supervision and direction.
- Work with coworkers, supervisors, and staff from other departments to solve problems and improve processes and services.
- Suggest ways to improve the overall system. Must exercise good human relations skills.
- Engage in respectful communication.
- Listen carefully and communicate respectfully and clearly with everyone in the work environment.
- Communicate positively and assertively with your supervisor and coworkers.
- Use person-first or preferred language.
- Maintain confidentiality and support privacy at all times.
- Ensure that the people supported are included in discussions about their own lives.
- Promote the professionalism of the industry.
- Model behavior that reflects IEI’s values.
- Positively represent IEI.
- Understand and follow agency systems, policies, and procedures.
- Complete time and attendance records (e.g., Timesheet) according to agency expectations.
- Meet established timelines and deadlines.
- Complete duties assigned by supervisor or designee
- Team support
- Back up to other admin positions as needed
- Maintain knowledge of agency processes
- Actively engage with the administrative team
- Other duties as assigned
Requirements
General
- Valid Oregon driver’s license for three (3) consecutive years with an insurable record
- Acceptable state/federal mandated background check (including Protected Service Investigations).
Education and Experience:
- A bachelor's degree and three (3) years of Human Resources experience, OR
- 5+ years of progressive experience in Human Resources (including at least one year at a supervisory level).
- Credentialed as an HR Professional. Senior-level credential through HRCI or SHRM preferred
- Become certified as a Qualified Entity Designee (QED) through the Oregon Criminal History Unit
Knowledge, Skills, and Abilities:
- Strong computer skills, including Excel, Word, and other Microsoft Office applications
- Self-motivated and willing to learn new skills
- Handle multiple detailed duties with a very high level of accuracy.
- Thorough knowledge of Federal and State employment-related laws and regulations.
- Service-oriented and willing to help out wherever needed.
- Excellent verbal and written communication skills.
- Excellent interpersonal, negotiation, and conflict-resolution skills.
- Excellent organizational skills and attention to detail.
- Excellent time management skills with a proven ability to meet deadlines.
- Ability to prioritize tasks and delegate them when appropriate.
- Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems.