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Human Resources Manager

Employer
R-PCI Construction
Location
Arlington, VA
Closing date
Nov 19, 2019

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Industry
Other
Function
Human Resources, Management
Hours
Full Time
Career Level
Experienced (Non-Manager)
It's time to spark something new. Do you slay deadlines, maintain an positive approach and display genuine interest in each employee? We're looking for a courageous, strategic thinker to inspire our team as our HR Manager. Contribute to our culture of exceptional performance by sharing your vision of what you want to accomplish and why. Progressive, innovative and open-minded are not merely buzz words- they're a lifestyle. Demolish your next challenge and join the team with a reputation for building people, passion and purpose for the last 30 years. The Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs for R-PCI. This position is located in Mt. Airy, MD serving the employees of R-PCI in the Mid-Atlantic and Southeast . The major areas directed are: Development of the Human Resources Department Develops and monitors an annual budget that includes Human Resources services, and administration. Selects and supervises staff, consultants, and training specialists, and coordinates company use of insurance brokers, insurance carriers, benefits administrators, and other outside sources. Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments. Establishes departmental measurements that support the accomplishment of the company's strategic goals. Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company. Participates in executive, management, and company staff meetings and attends other meetings and seminars. Training and Development Defines Human Resources training programs and assigns the authority/responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports. Leads the development, implementation, monitoring, and administration of an effective performance management system. Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or onboarding, management development, production cross-training, the measurement of training impact, and training transfer. Assists managers with the selection and contracting of external training programs and consultants. Assists with the development of and monitors the spending of the corporate training budget. Employment Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce. Interviews management and executive-level candidates; serves as an interviewer for position finalists. Lead the onboarding and orientation process for all new hires. Employee Relations Formulates and recommends Human Resources policies and objectives for the company with regard to employee relations. Partners with management to communicate Human Resources policies, procedures, programs and laws. Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Conducts investigations when employee complaints or concerns are brought forth. Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees. Reviews, guides, and approves management recommendations for employment terminations. Compensation Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff. Monitors all pay practices and systems for effectiveness and cost containment. Benefits With the assistance of the Controller, obtains cost-effective, employee serving benefits; monitors national benefits environment for options and cost savings. Leads the development of benefit orientations and other benefits training. Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention. Employment Law Leads company compliance with all existing governmental and labor legal and government reporting requirements. Directs the preparation of information requested or required for compliance with laws. Serves as the primary contact with the company employment law attorney and outside government agencies. Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Organization Development Designs and directs and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management. Directs a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management. In coordination with Director of Communications identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction. Leads a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization. Keeps the President and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level. Qualifications Human Resources Director Requirements Broad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development. Excellent oral and written communication skills. Excellent interpersonal and coaching skills. Excellent computer skills in a Microsoft Windows environment. Advanced knowledge of various employment laws and practices. Experience in the administration of benefits and compensation programs and other Human Resources programs. Evidence of the practice of a high level of confidentiality. Education and Experience Minimum of a Bachelor's degree or equivalent in Human Resources, Business, Organization Development. HR Certification a plus. 5+ years of progressive leadership experience in Human Resources positions. Specialized training in employment law, compensation, organizational planning, organization development, employee relations, and training preferred. Active affiliation with appropriate Human Resources networks and organizations preferred.

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