SALARY:                               $19 – $22 per hour DOE

STATUS:                               30 – 40 hours/week

CLOSING DATE:                 OPEN TILL FILLED

Florence Crittenton offers you the opportunity to be a part of changing lives beginning at the most critical time – pregnancy.  Our programs focus on comprehensive, integrated family support services with the goal of creating healthy home environments where children grow and thrive.  We have a proven history of over 115 years work with young parents and have impacted a century of family systems.

Our work centers around two main beliefs:  A child does not exist in the world alone, and every child deserves a chance at a vibrant life.  These beliefs coupled with our trauma informed care create an organization where not only do our clients thrive but our staff becomes part of a highly invested team, sharing in the same values in their work life that drive the organization.

With less than 50 employees, the Human Resources Manager manages a variety of the day-to-day operations of the Human Resource office. The HR Manager manages the administration of the human resources policies, procedures and programs. The HR Manager carries out responsibilities in the following functional areas: departmental development, Human Resource Information Systems (HRIS), employee relations, training and development, benefits, compensation, organizational development, and employment.

THE POSITION

The Human Resources Manager is responsible for all or part of these areas:

  • recruiting and staffing logistics;
  • organizational and space planning;
  • Performance management and improvement systems;
  • employment and compliance to regulatory concerns and reporting including but not limited to HIPAA, accreditation and state licensing;
  • employee orientation, development, and training;
  • policy development and documentation;
  • employee relations;
  • company-wide committee facilitation;
  • organizational employee communication;
  • compensation and benefits administration;
  • employee safety, welfare, wellness and health

The Human Resources Manager originates and leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

The Human Resources Manager coordinates implementation of services, policies, and programs; reports to the Executive Director, and assists and advises company managers about Human Resources issues.

Primary Objectives:

  • Safety of the workforce.
  • Development of a superior workforce.
  • Development of the Human Resources department.
  • Advancement of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.
  • Personal ongoing development.

Development of the Human Resources Department

  • Assists with the development and administration of programs, procedures, and guidelines to help align the workforce with the strategic goals of Florence Crittenton.
  • Participates in developing department goals, objectives, and systems.
  • Participates in staff meetings and attends other meetings and seminars.
  • Assists to establish departmental measurements that support the accomplishment of Florence Crittenton’s strategic goals.
  • Assists with the monitoring of an annual budget.

Human Resource Information Systems

  • Manages the development and maintenance of the Human Resources sections of the Internet, particularly recruiting, culture, and company information.
  • Maintains employee-related data bases. Prepares and analyzes reports that are necessary to carry out the functions of the department and company. Prepares periodic reports for management, as necessary or requested.
  • Fully utilizes Human Resources software to the company’s advantage.

Training and Development

  • Assists with the implementation of a performance management system that includes  employee professional development programs.
  • Assists with the establishment of 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.
  • Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
  • Assists with the development of and monitors the spending of the corporate training budget.
  • Maintains employee training records.

Employment

  • Manages the recruitment process for exempt and nonexempt employees and interns using the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
  • Conducts the recruiting planning meeting when needed staff is identified.
  • Reviews resumes for all candidates and interview nonexempt, and exempt when assigned, candidates for employment.
  • Serves on employee selection committees or meetings.

Employee Relations

  • Assists with the development of Human Resources policies for the company with regard to employee relations.
  • Partners with management to communicate Human Resources policies, procedures, programs and laws.
  • Recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
  • Participates in the conduct of investigations when employee complaints or concerns are brought forth.
  • Advises managers and supervisors about the steps in the progressive discipline system of the company. Counsels managers on employment issues.
  • Assists with the implementation of company safety and health programs. Tracks and posts OSHA-required data and files reports.

Compensation

  • Assists with the monitoring of the company wage and salary structure.
  • Provides competitive market research and prepares pay studies to help establish pay practices and pay bands that help to recruit and retain superior staff.
  • Provides payroll processing backup support. Partners with accounting and payroll to maintain the payroll data base.
  • Participates in one salary survey per year.

Benefits

  • Provides day-to-day benefits administration services. Assist employees with any claim issues.
  • Develops and schedules benefits orientations and other benefits training.
  • Administers the 403(b) plan and completes yearly compliance reporting.
  • Administers disability and worker’s compensation claims.
  • Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.

Organization Development

  • Assists with the carrying out of a company-wide process of organizational development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
  • Assists with employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
  • Helps monitor the organizations culture so that it supports the attainment of the company’s goals and promotes employee satisfaction.

THE PERSON 

Human Resources Manager Requirements:

  • General knowledge of employment laws and practices.
  • Experience in the administration of benefits and compensation programs and other Human Resources programs.
  • Excellent computer skills in a Microsoft Windows environment. Must include Excel and demonstrated skills in database management and record keeping.
  • Effective oral and written communication.
  • Excellent interpersonal and coaching skills.
  • Evidence of the practice of a high level of confidentiality.
  • Excellent organizational skills.

Education and Experience

  • Minimum of a Bachelor’s degree or equivalent in Human Resources, Business, or Organization Development or equivalent.
  • Three to five plus years of progressive leadership experience in Human Resources positions.
  • Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred.
  • Professional in Human Resources (PHR) certification preferred, not required.

A valid driver’s license, satisfactory background check and a health statement are required for all employees at the Florence Crittenton.

THE PERKS

  • Paid sick, vacation and holidays
  • Retirement Plan 403(b)
  • Employer contribution toward health insurance (currently valued at $4,180 annually)
  • Access to training and professional development opportunities
  • Family-friendly work environment
  • Satisfaction that the work you do directly impacts young parents and children

HOW TO APPLY:

Apply on-line at https://www.florencecrittenton.org/employment-application/

Application, Resume, and Cover letter should address your reason for applying for this position.