HR Manager

at  Frontier Coop

SUMMARY

Responsible for overseeing operations HR support team. Will partner with teams to develop and execute critical business and organizational strategies, providing guidance and counsel on matters related to workforce planning, organizational structure, talent management, change management, succession planning, employee relations, employee engagement, etc.

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

EDUCATION AND/OR EXPERIENCE

Bachelor’s degree (B. A.) from four-year college or university; and seven years related experience and/or training; or equivalent combination of education and experience.

LANGUAGE SKILLS

Ability to read, analyze, and interpret such items as highly detailed professional, scientific, and technical journals, and legal documents. Ability to respond effectively to the most sensitive inquiries or complaints from both inside and outside the company. Ability to write speeches, articles, or memos using original or innovative techniques or style. Ability to make effective and persuasive presentations on controversial or complex topics to such groups as top management, boards of directors, or the general public.

QUANTITATIVE SKILLS

Ability to work with mathematical concepts such as probability and statistical inference. Ability to comprehend basic production, financial or scientific principals. Ability to use a computer to create spreadsheets, charts and reports and analyze and apply information to make practical, day-to-day business decisions.

OTHER SKILLS AND ABILITIES

• Excellent communication, interpersonal and organizational skills.
• Ability to work in a team environment.
• Proficiency with Microsoft Word, PowerPoint, and Excel programs; familiarity with other business software.
• Ability to work on multiple projects concurrently and prioritize time and resources accordingly.
• Knowledge of federal and state employment laws and regulations.
• Sensitivity to personal issues.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Recommends, implements, and supports strategies, solutions, and programs to enhance the effectiveness of managers and the productivity, engagement, development and retention of employees
• Partner with leaders to improve engagement, tracking progress on engagement and action plan initiatives and results
• Analyzes trends, best practices and metrics to develop solutions, programs and policies
• Supports the Talent Acquisition function for office and management roles including planning, and the selection processes
• Ensures compliance with all labor laws and code of conduct policies; providing counsel and advice to management and employees
• Provides HR policy guidance and interpretation to managers and employees
• Coaching managers and employees in problem solving, dispute resolution, performance improvement and regulatory compliance
• Manages and resolves complex employee relations issues through a systematic approach; conducts effective, thorough and objective investigations
• Identifies training needs for employees and employee base
• Ensures proper administration for all HR-related policies, procedures, systems and processes
• Strives to reduce waste, recycle products whenever possible, and re-use resources when practical.
• Works safely at all times, follows safety rules and policies and participates in scheduled training.
• Reports injuries and near misses promptly and in required detailed format; proposes corrective action.
• Other duties as assigned.

SUPERVISORY RESPONSIBILITIES

This job will oversee individuals within the HR department