HR MANAGER at Local 4 SEIU Health & Welfare Fund

Chicago, Illinois, United States -

Full Time

Start Date

Immediate

Expiry Date

06 May, 26

Salary

0.0

Posted On

05 Feb, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Human Resources Leadership, Employee Relations, Training and Development, Organization Development, Payroll Administration, Benefits Administration, Labor Relations, Recruitment, Retention, Performance Management, Change Management, Diversity and Inclusion, Communication Skills, Analytical Skills, Time Management, Team Leadership

Industry

Description

Description Position Summary: The Human Resources Manager is highly experienced in both Human Resources leadership, employee relations and life cycle, training and development, wages and benefits; and Organization Development leadership, co-creation of company culture and designing approaches where staff align to the organization’s mission, values and vision through performance, processes, and behavior. Division Leadership Level: The HR Manager is a member of the Division Leadership Team, charged with collaborating with other department leaders and representing the HR/OD functions of the organization. The HR Manager plans, directs, and controls all strategic HR activities and works closely with Fund Administrator to ensure HR policies and practices are consistent organization-wide and OD practices are in place to connect mission and culture across all departments. The HR Manager will work directly with organizational leaders at all levels on their various HR needs, particularly in the employee life-cycle: attraction, recruitment, onboarding, development, retention, transition, ongoing co-creation of company culture and self-awareness building of personnel, and succession planning; performance management; and employee/labor relations. Department Level: The HR Manager is responsible for management and oversight of the HR Department and supervision of department personnel, overseeing all HR responsibilities and functions including payroll administration, benefits administration, employee and labor relations, staff recruitment & retention, training & development, and organization development. The Human Resources Manager will be responsible for the following: Key Duties and Responsibilities: Payroll Administration · Enforce the accurate and timely bi-weekly payroll processing for over 60 employees as performed by supervisors and HR staff, including garnishments, and any special deductions. · Enforce the accurate and timely review of timesheets by supervisors and address any escalated discrepancies. · Provide accurate and timely financial information when requested. · Maintain and enhance the electronic timekeeping system, ensuring each employee is set up in adherence to FLSA and that payroll administration is handled effectively by HR staff. Benefits Administration · At the direction of Fund Administrator, oversee the development of a comprehensive assessment of current compensation for all levels of personnel, and make data-informed benefit and compensation recommendations. · Ensure that all employee benefits, wages, and bonuses are administered and communicated proactively with the staff as needed. Any economic matters under the Collective Bargaining Agreement must also be proactively communicated with staff union. · Authorized contact for benefit vendors, developing strong working relationships to ensure effective and timely communications around benefit needs, reviewing vendor contracts and analyzing HR data (wages, benefits, utilization, etc.) to propose any employee benefit plan change recommendations to Fund Administrator, and to negotiate rates for plan benefits. · Advanced calendaring of all open enrollment cycles and communicate important dates and changes to employees and staff union. Employee and Labor Relations, Labor Law & Compliance · Primary liaison over employee and labor relations, regulatory compliance, and state and federal employment law responsibilities, with consultation from Fund Administrator. · Develop, execute, distribute, and enforce written personnel policies, procedures, and communications approved by Fund Administrator. · Ensure HR staff, managers, and supervisors respond consistently, timely, and accurately to employee questions, issues, concerns, performance reviews, and feedback, referencing guidelines outlined in the employee manual, CBA, and/or other policies and procedures. · Oversee the handling of, and coach supervisory staff on, employee discipline and job performance tracking, including grievances. · Primary liaison during collective bargaining with staff union and Labor Management meetings. Staff Recruitment & Retention · Oversee recruitment and retention efforts, working directly with HR staff and hiring supervisors in the course of managing an employee’s life-cycle, including but not limited to finalization of job descriptions, interviews, organizational and departmental onboarding, and development of clear performance goals and expectations. · Manage recruitment efforts for all personnel, exempt, nonexempt, and temporary employees, including timeline tracking, communication, and coordination between appropriate parties, such as staffing agencies, employee, staff union and employer. · Develop effective recruitment marketing, for direct recruitment activity and the use of staffing agencies. · Design and execute strategies for new hire onboarding, which includes coordination of new employee orientation, access to building and office space/equipment, employee benefit and policy training, and collection of all required paperwork. · Coach staff and provide guidance to supervisors to ensure retention of topnotch, highly motivated employees who meet performance benchmarks, who align with the organization mission and processes to achieve shared goals, and who have training and development opportunities. · Develop and implement a process to regularly review job descriptions with supervisors and staff, updating as needed and communicating change to appropriate parties including staff union. · Ongoing review of internal and external market trends to identify and recommend retention strategies and career development opportunities. Training & Development: · Analyze and assess professional training and development needs for individuals and/or departments, while working with supervisors to design new training programs, determine participation of training courses, and consult on training and development plans. · Evaluate and deliver performance feedback to vendors who provide training to staff and/or supervisors and recommend improvements to training content and/or presentation methods. · Consult with Fund Administrator on the guidance and expectations provided to leadership personnel during performance evaluation and discovery of career development goals. · Work closely in a team approach with Fund Administrator on staff career development, timeline, goals, workforce readiness and stabilization, and succession planning. · Report directly to Fund Administrator on personnel and career development matters. Organization Development: · Work closely with Executive Team members on organization structure design and process facilitation at all levels of systems. Strategic thinker and effective change agent who will drive organizational and cultural change in a collaborative manner with other stakeholders. · Partner with executive and division leaders to drive organization priorities through system-wide professional development processes and behavioral standards as agreed upon in the organization-wide common agreements to foster overall performance maturation that challenges and supports leaders and staff. · Provide consultancy and leadership through a behavioral-science lens to ground and sustain individual self-development and collective professional development, working with other change leaders to budget for, invest in, and operationalize effective use of self and work performance standards in a thriving workplace environment. Requirements Desired Qualifications, Experience, and Characteristics: Professional Qualification & Experience 8+ years of experience working in a Taft-Hartley environment, benefit administration, non-profit, labor unions, movement building, mission-driven organizations, and/or other emergent environments. Bachelor’s Degree required in Human Resources or Organizational Development/Management PHR, SPHR, SHRM-CP certification preferred · Effective use of current HR/OD knowledge and practices, and familiarity of social and labor movements and political issues that impact the organization. · Demonstrated professional accountability and practiced use of self, with the commitment to manage up, laterally, and to direct reports in a collaborative manner. · Excellent written, verbal, and non-verbal communication and interpersonal skills to clearly articulate and share meaning of complex issues to a wide variety of audiences including peers, staff, leaders, and internal and external stakeholders and partners. · Ability to collect, research, and synthesize complex information to provide data-informed recommendations in detailed reports for leadership, with a strong sense of intuition and experience to complement the data. · Excellent organizational and time-management skills, with proven ability to develop and implement individual and group timelines in a changing and emergent environment and meet deadlines and objectives. Accomplished change management leader, demonstrating resilience to setback and the analytical skills and discernment used towards problem resolution. · Demonstrated track record of leading and working with organizations that center diversity, equity, and inclusion, and advocating for human and technical systems that support racial, gender and socio-economic justice in the workplace. Personal Characteristics Passionate commitment to the Mission, Vision, and Core Values of the SEIU Healthcare IL Benefit Funds. Sense of grace and humor in the face of challenges. Demonstrated creativity to advance and align organization culture, structure, and skills. An exceptional team spirit and positive attitude, with the integrity and sound judgment to earn and keep employee and team confidence and morale. Technical Experience · Advanced user of HRIS software, Paylocity preferred. · Intermediate user of project management tools, Smartsheet preferred. · Experienced leadership in a hybrid work model, providing in-person support and reliable remote work output and relationship building. · Technical facilitation and meeting moderation in a variety of virtual conference platform settings and in-person. · Intermediate to advanced skill level, using Microsoft Office Suite (Word, Excel, Outlook and Power Point). · Knowledgeable use of printers, copiers, scanners, fax, and other office equipment.

Responsibilities

The HR Manager oversees all HR activities, including payroll, benefits, employee relations, recruitment, and training. They collaborate with organizational leaders to align HR practices with the company's mission and culture.