ROLE:
The Human Capital Manager is responsible for the management of all Human Capital (HC) responsibilities. Develops, implements, and aligns HC programs with business objectives, serving as a strategic partner of the senior management team, while supporting employees in their day-to-day HC needs. Responsible for designing, finalizing, and enforcing the HC policies, contributing to business strategy, developing workforce plans and programs that align with the organization's overall strategic objectives, managing employee orientation, education, and training, employee relations, compliance, policies, and procedures. The manager will conduct the organization's payroll and benefits functions, ensuring wages are paid on time and accurately, and payroll and benefits processes and procedures remain in compliance with government regulations (federal and state).
ESSENTIAL FUNCTIONS:
Partners with senior management to recommend, update, implement, and support Company policies, practices, and programs.
- Culture builder and role-model: Partners with the Leadership Team to define, manifest, and promote a culture that is consistent with the Company brand
- Builds and executes an annual culture plan that helps the organization make tangible progress in moving toward our desired culture
- Initiates, tracks, and reports culture metrics that provide the organization feedback on the progress made
- Champions employee engagement and morale: Sees employee engagement as the most important driver of human capital productivity
- Proactively initiates and leads initiatives to improve employee engagement
- Conducts regular employee engagement surveys and translates surveys into specific recommendations for the Leadership Team
- Leads and coordinates company celebrations and events to recognize achievements, milestones, or successful completion of various projects
- Performance management and employee development: Develops and leads the implementation of an effective performance management process
- Develops standard templates and sets / maintains schedules to ensure every employee received comprehensive and timely feedback that helps them deliver strong results
- Consults with managers to maximize effectiveness of process, and calibrates across the organization to ensure equity
- Identifies and deploys tools and programs that enhance employee development
- Works with managers to address employee performance issues via a structure performance improvement plan
- Compensation planning and execution: Initiates and leads annual market assessment of compensation for similar sized / located businesses.
- Recommends annual compensation strategies to ensure the business is able to attract and retain the best talent at a competitive cost.
- Leads conversations with key stakeholders on compensation planning for their team based on market assessment, performance, and other agreed factors.
- Consults with employees on any compensation related issues
- Payroll: Timely and accurately performs on-line processing of payroll.
- Devises and conducts self-audit reporting to ensure payroll data integrity.
- Facilitates the application of payroll, unemployment and various local/municipal taxes as the organization expands into new states.
- Inputs information to online system to establish taxation status.
- Generates and distributes the payroll hour report to Managers to ensure hours worked are accurate prior to processing payroll.
- Reviews for accuracy and processes incoming payroll/personnel documents.
- Processes and tracks payroll change authorizations for pay increases, merit increases, supplemental earnings such as bonuses, commissions, stipends, etc.
- Makes ongoing enhancements and workflow improvements to the payroll process as it intersects with department managers from multiple business lines in multiple states.
- Processes termination documents and final checks.
- Processes, verifies, and updates direct deposit applications, pre-notifications and changes in check disposition.
- Investigates and resolves complex payroll problems according to FLSA, State Wage and Labor Code, Homeland Security and IRS regulations, and company policies and procedures.
- Maintains records and statistics for all general payroll processes, such as IRCA, direct deposit, stop payments, bank reconciliations.
- Recruitment & onboarding: Partners with managers to create and continuously update Job Descriptions for all employees
- Partners with hiring managers to initiate, manage, and complete recruitment for all positions in the company
- Processes new-hire packages, exceptions, transfers, and promotions.
- Audits I-9 documents to ensure compliance with Immigration Reform and Control Act (IRCA) requirements. Process through E-Verify.
- Develops and implements effective hiring and employee retention programs.
- Reviews and researches missing documentation and discrepancies, and initiates actions to plug gaps.
- Human Capital planning: Implements HC policies and programs, including employee relations, recruiting, and staffing, succession planning, wage and salary administration, benefits, and management training.
- Partners with Leadership Team to address day-to-day HC operational issues, such as employee relations, compensation reviews, escalated benefits issues, performance management and training.
- Provides objective and strategic input and guidance to employees at all levels of the organization, including career development, general management, and employee relationship issues.
- Guides managers and employees in resolving employee relations issues by providing effective conflict resolution and coaching methods, with the goal of turning negative behavior around.
- Identify and implement training programs.
- Benefits program: Initiates and leads annual planning and negotiations with company benefits providers and serves as the company’s single point of contact with them.
- Leads and manages administration of company benefits programs.
- Conducts benefits orientations and explains benefits self-enrollment.
- Provides support for employee inquiries regarding benefits eligibility and participation, provides claims assistance.
- Assists Managers with work injury claims and FMLA/various leaves of absences administration as needed.
- Organizes, updates and files benefit related forms, notes, reports, annual audits and archival data while adhering to PHI and HIPPA requirements.
- Reviews and responds to unemployment claims with appropriate documentation.
- Coordinates workers’ compensation claims with third party administrator.
- HRIS: Ensures HRIS system is up to date with employee information
- Takes full responsibility for administration, configuration, and maintenance of the HR system.
- Company workplace / property management: Take full responsibility for maintaining a safe, welcoming, and comfortable environment for employees at all company locations (currently Coral Springs, FL; Bellevue, WA; and Jacksonville, FL)
- Initiates and manages all communication with external and internal stakeholders that play a role in ensuring the company’s operating locations are functioning at the highest standard.
- Initiates purchasing / restocking of supplies to ensure employees have ready access to supplies that may promote their well-being at the workplace
- Plans and execute other Human Capital related issues or projects that may be assigned from time to time
SKILLS:
- Maintains confidentiality in all aspects of employee information
- Consummate team player who is seen by all employees as a go-to and partner who they can engage on all Human Capital related issues
- Excellent verbal and written communication
- Strong HRIS and/or database usage and reporting
- Active listening
- Time management and organization
- Critical thinking
- Social perceptiveness
KEY PERFORMANCE INDICATORS (KPI):
- Human Capital productivity as measured by business results, employee engagement, and ability to draw & retain exceptional talent.
QUALIFICATIONS AND EDUCATION REQUIREMENTS:
Bachelor's degree in business, Human Resources or related fields required
- PHR/SHRM-CP Certification required
- 5-7 years of experience in Human Resources Generalist role and experience in processing multi-state payroll; or equivalent combination of education and experience
- Knowledge of proper taxation of employee/employer benefits for multiple states
- Knowledge of HRIS systems preferably Rippling
