Job Details

Requisition Number 17-0114
Title Human Resources Manager
City Columbia
State MD
Description

Human Resources Manager - Columbia, MD

 

The individual in this position is responsible for the company policies, employment, employee relations, benefits, and management of Human Resource activities/personnel.  This individual must stay current with all legal regulations and guide SSI in staying compliant. Assist and advises management on Human Resources issues.  Manages and directs company policies and Human Resources Department/Staff.  The incumbent must perform other related duties that may be assigned from time to time.

 

This position is to provide guidance and direction to the company to ensure that the company can retain and attract talent, provide comprehensive/competitive benefits, handle employee relation matters and provide a positive workplace  all while staying legally compliant. This role is accountable for motivating and promoting employee engagement.  Incumbent must react quickly and effective to urgent matters that are brought to their attention. Confidentiality is a must in this position.

Requirements

JOB FUNCTIONS INCLUDE:

  1. Plans, organizes and directs all activities of the HR department.   Participates in developing departmental goals, objectives and systems; and provides recommendations on necessary changes. (daily)
  2. Manage, develop and evaluates departmental personnel. (daily)
  3. Create, plan and budget for department expenses. (weekly)
  4. Develops, recommends and implements policies and procedures related to Human Resources and employees.  Prepares and maintains handbook. (weekly)
  5. Management level oversight of all required/related HR governmental reporting to include, EEO-1, VET- 100, OHSA 300A/logs, DOL labor reporting and OFCCP to ensure compliance to government regulations. (weekly)
  6. Managerial oversight of all company Benefit & Wellness Programs to include; annual renewal negotiation, evaluation of benefit vendors and benefit selections provided to employees, approving invoices for payment, claims resolution, employee contributions, plan designs, open enrollment, 5500, 1094/1095 & related government required filings, and required plan communications.  (daily)
  7. Manages and leads the administration of all company 401k plans. Includes plan design, investment review, annual 5500 reporting, annual discrimination testing and plan audits.  Leads the effort for pro-active communications and education to all employees. Calculation of annual profit sharing. (weekly/annually)
  8. Selects and coordinates use of HR benefit/insurance brokers, 401k administration brokers/financial advisors, consultants and legal labor counsel. (weekly)
  9. Managerial oversight on the company’s recruiting processes, procedures & policies, to include standard recruitment and placement practices and policies. End level responsibilities for making sure open job requisitions are filled with quality people in a timely manner; while adhering to all employment laws.
  10.  Make recommendations/changes regarding recruitment efforts and assist with hands on recruiting as needed. (daily)
  11. Affirmative Action Program Officer - ensure annual plan documents are completed and action plan to correct deficiencies is instituted.
  12. Responsible for Employee Relations to include protecting interest of employees and the company in accordance with company policy, state laws and federal regulations.  Approve company disciplinary actions and terminations.
  13. Works directly with department managers to assist, advise and ensure they are carrying out their responsibilities on personnel matters. To include providing employee performance management tools through coaching, training and improvement systems that enable employees to meet required performance expectations when deficient. (daily)
  14. Handle all employee complaints/counseling sessions, to include administration of the company’s grievance procedures and ethics/code of conduct program.  (daily)
  15. Establishes payroll vendor, ensures accurate and timely payroll processing in conjunction with the Payroll Accountant and Finance Department. (weekly)
  16. Managerial oversight of HRIS database and associated reports generated from the employee data. (daily)
  17. Plan company events/functions to increase employee morale.
  18. Maintains company service/tenure recognition and annual awards program. (monthly)
  19. Development, implementation and administration of company recognition programs. (monthly)
  20. Approve quarterly employee newsletter before publication. (quarterly)

     

     

    SCOPE:

    This position’s primary focus is the management of company tactical human resources functions and activities, to include but not limited to: benefits, recruiting, employee relations, payroll/HRIS, recognition, improvement & morale programs to ensure that the Human Resources Department is assisting Shimadzu to meets or exceeds its company goals and objectives. 

     

    KNOWLEDGE REQUIREMENTS:

     

CASUAL

WORKING

THOROUGH

Risk Management

Interpersonal Skills

Management Skills

Shimadzu Product Line

Microsoft Products

SSI Procedures & Policies

Japanese culture

Recruitment & Resume Software

Communication Skills

 

Time & Attendance System

Labor Laws and Regulations

 

 

Company Benefits & Systems

EEO/AAP

 

 

Payroll Software and Procedures

 

 

Cobra/Health Care (ACA) Regulations

 

 

401(k) regulations & plans

LOA – FMLA/STD/LTD

HRIS  System

Organizational Skills

 

 

Negotiation Skills

 

 

Employee Relations

 

PROBLEM SOLVING REQUIREMENTS:

The incumbent must be proficient at operating in an independent fashion within the guidelines and goals set by policies and procedures.  Good organizational and management skills are necessary.  The position requires extensive troubleshooting, multi-tasking and advise/counseling in a fair, methodical, legal manner.  Must lead and work with a diverse group of personalities.  Must have the ability to motivate and represent the company in a positive manner.

 

 

 

 

EDUCATION AND/OR EXPERIENCE REQUIREMENTS:

Incumbent must have a Bachelor’s degree in Human Resources or a related field. An advanced degree and/or human resources certification (PHR/SPHR) is highly preferred.  Position requires at least five (5) years of progressively more responsible and successful work history in human resources field.   Incumbent must possess knowledge of employment and labor law, recruiting procedures, employee & labor relations, benefit programs and employee morale/recognition programs.  Strong management skills, interpersonal abilities, tactful, direct and flexible approach to is required in-order to meet set company objectives and enforce company policies.

 

SUPERVISORY RESPONSIBILITIES:

This position is responsible for the daily management of department supervisors and generalists. Indirect responsibilities for department specialists. This position has the authority to enforce management to take the appropriate recourse regarding personnel matters/disciplinary actions that follow written policy, company precedents set by previous course of actions and those that create legal area of concerns.

  • Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
  • Please view Equal Employment Opportunity Posters provided by OFCCP here.
  • The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
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