EDUCATION AND EXPERIENCE

• Bachelor’s degree or equivalent preferred.
• Minimum 10 years of experience in the Human Resources field.
• Minimum 5 years in a leadership position.
• PHR or SHRM-CP desired.

PHYSICAL REQUIREMENTS.

• This is largely a sedentary role.
• Must be able to occasionally lift objects up to 20 pounds.

Talent acquisition:

• Collaborate with a recruiter to develop the organization’s talent strategy, particularly as it relates to current and future talent needs, recruiting, retention of top talent, and succession planning.
• Collaborate with a recruiter to manage the talent acquisition process (the WHO Hiring Process), which may include recruitment, interviewing, and hiring of qualified job applicants, for all positions including managerial, exempt, and professional roles.
• Collaborate with departmental managers to understand skills and competencies required for openings.

Talent retention:

• Ensure effective immediate and first-year onboarding processes, including preparing for, welcoming, training, and supporting new team members.
• Manage the ongoing mid-year and annual review process.
• Participate in developing department goals, objectives, and systems.
• Oversee the management of employee status change requests.
• Oversee the planning of employee engagement activities.
• Support managers who may need to conduct unscheduled performance reviews and performance improvement plans with employees who are not meeting performance expectations.
• Manage content on employee intranet “homepage” to deliver timely and relevant communication to staff.

Policies and processes:

• Maintain confidential, accurate and up-to-date human resource files, records, and documentation.
• Recommend new approaches, policies, and procedures to continually improve efficiency of the department and organization.
• Assist in the development and implementation of personnel policies and procedures; assist with maintaining the employee handbook and annual updates.
• Maintain compliance with federal, state, and local employment laws and regulations and recommended best practices; review policies and practices to maintain compliance.
• Successfully create and update HR statistics for use by executive management.
• Collaborate with other staff to ensure cohesiveness across team and organization in hiring, file creation and more.

Employee Relations:

• Provide support and guidance to staff when complex, specialized, and sensitive questions and issues arise.
• Collaborate with supervisors to mitigate personnel issues that arise within the organization.