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About the position

The Human Resources Manager originates and leads Human Resources practices and objectives to provide an employee-oriented, high-performance culture, emphasizing empowerment, quality, productivity, and the recruitment and ongoing development of a superior workforce.

The HR Manager reports to the CFO and is responsible for the implementation of people-related services, policies, and programs, as well as the processes and metrics tracking that support the achievement of the organization’s business goals.

Reports To: CFO

 

Responsibilities

Primary Objectives:

  • Leadership of an employee-oriented company culture that emphasizes empowerment, quality, and productivity

  • Development of a superior workforce, including thorough training and continuous employee development

  • Recruitment of stellar individuals that excel within UGE’s culture of ‘Be Great, Be Green, Have Fun’

  • Development and management of HR policies and procedures

  • Ongoing health and safety considerations of the workforce

Employment

  • Organizational planning
  • Recruiting
  • On-boarding

Employee Relations

  • Management of HR policies and objectives, including communication thereof
  • Conduct periodic surveys to measure employee satisfaction and engagement
  • Coach and train managers in their communication, feedback, recognition, and interaction responsibilities
  • Conduct investigations when employee concerns are brought forth
  • Advise managers on and monitor the progressive discipline system of the company
  • Review and guide management recommendations for employment terminations
  • Lead and monitor the implementation of company safety and health programs including the tracking of OSHA-required data
  • Inform the CEO and executive team of obstacles to the achievement of company goals

Training and Development

  • Establish an employee training system that addresses company training needs, including needs assessment, new employee on-boarding, management development, cross-training, and the measurement of training impact
  • Coordinate all training programs, providing necessary education and materials including workshops, manuals, employee handbooks, and standardized reports
  • Manage the performance management system that includes employee and performance development plans
  • Lead the selection and contracting of external training programs and consultants
  • Develop and monitor the corporate training budget; maintain employee training records


Compensation

  • Monitor the company compensation structure and variable pay systems, including commissions, bonuses and raises
  • Conduct competitive market research to refine pay practices, pay bands and benefits
  • Monitor all pay practices and systems for effectiveness and cost containment
  • Lead participation in at least one salary survey per year

 

Benefits

  • With the finance team, obtain cost effective, employee-serving benefits; monitor national benefits environment for valuable options and cost savings
  • Develop and lead benefit orientations and other training for employees and their families


Organization Development

  • Design, direct, and manage company-wide organization development initiatives, addressing issues such as succession planning, workforce development, employee retention, organization design, and change management
  • Manage employee communication and feedback through company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, and one-on-one meetings
  • Manage organizational planning to evaluate company structure, job design, and personnel forecasting throughout the company
  • Monitor company culture so that it supports the attainment of the company's goals and promotes employee satisfaction
 

Requirements

  • Knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development

  • Strong written and spoken communication skills

  • Outstanding interpersonal relationship building and employee coaching skills

  • Ability to serve as a knowledgeable resource to the executive team on HR matters

  • Experience with Microsoft Office and Human Resources Information Systems (HRIS)

  • General knowledge of employment laws and practices and experience working with a corporate employment law attorney

  • Experience in the administration of benefits and compensation programs and other Human Resources recognition and engagement programs and processes

  • Ability to practice and coach organization managers within a high level of confidentiality

  • Excellent organizational management skills

  • Minimum of a Bachelor's degree or equivalent in Human Resources, Business, or Organization Development

  • A minimum of five years of progressive leadership experience in Human Resources positions

  • Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement, preferred

 

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UGE is an Equal Opportunity Employer. Qualified applicants are considered for employment or internships without regard to age, race, color, religion, sex, national origin, sexual orientation, disability, or veteran status.