Randstad Human Resources Manager in Oaks, Pennsylvania
Human Resources Manager
salary:$110,000 - $125,000 per year
date posted:Thursday, February 7, 2019
industry:Professional, Scientific, and Technical Services
Human Resources Manager
The Human Resources Manager will be responsible for providing direction and counsel on both a strategic and tactical level for all human resource matters for assigned administrative and professional departments and legal staff. Responsibilities include the overall planning, management, and administration of day-to-day human resources needs, including employee relations, workforce planning, talent and performance management, engagement and retention strategies, policy interpretation, and diversity and inclusion efforts. In addition, the HR Manager ensures compliance with the Firm's policies, procedures and business conduct as well as federal, state and local regulations.
A career with our client is the opportunity to do work that matters. It's the chance to use your knowledge to shape what's ahead. To share, to innovate, to learn at a firm that taps the power of collective thinking.If you're someone who's looking toward the future, we'd love to hear from you.
location: Oaks, Pennsylvania
job type: Permanent
salary: $110,000 - 125,000 per year
work hours: 9 to 5
education: Bachelor's degree
experience: 7 Years
General HR Management
Advises attorneys, managers and staff regarding the application of personnel policies, compliance issues, and problem resolution.
Ensures HR services are provided as appropriate, identifies new opportunities where HR can add value and maintains leading-edge knowledge of HR issues.
Communicates, administers and interprets personnel policies and procedures to all personnel; provides HR policy guidance and interpretation.
Sets long and short-term goals for HR function; participates in Firm-wide strategic planning and initiatives.
Provides coaching, consultation and support that contributes to the needs and business direction of the PG or department.
Manages specific HR projects as well as participating in functional and cross-functional initiatives.
Maintains an in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with Employment Counsel as needed/required.
Manages and resolves complex employee relations issues.
Develops and promotes feedback mechanisms.
Supports Firm's management principles, policies and programs and ensures they are fairly applied.
Advises all levels of management in the areas of personnel policies, performance management, problem resolution, discipline and termination.
Conducts disciplinary and/or termination meetings with employees.
Investigates complaints, makes recommendations and implements corrective action, where necessary.
Regularly consults with Talent Management Center of Expertise, Labor Employment Counsel and Firm Employment Counsel, as needed.
Conducts exit interviews and provides analysis as appropriate.
Ensures compliance with legal requirements and government regulations, including EEO, FLSA, FMLA, TITLE VII, etc.
Partners with local management and the Talent Management Center of Expertise to develop strategic staffing plans that effectively optimize talent, address performance gaps and develop performance and culture.
Works with managers and employees to improve work relationships, build morale, increase productivity and retention.
Focuses on employee engagement and retention strategies to help retain key staff by identifying trends, providing recommendations and implementing new initiatives.
Effectively applies performance management to ensure that employees' level of performance and capabilities meet current and future standards.
Coordinates promotions, reduced schedule arrangements, work flow of those on leave, office transfers, secondments, etc.
Conducts 90-day follow up meetings with newly hired staff, identifies and addresses issues.
Manages voluntary and involuntary separation processes; conducts exit interviews; prepares packages, participates in termination meetings as necessary.
Performance and Compensation Administration
Drives the annual and/or mid-year evaluation and performance review process for assigned groups.
Participates in performance meetings.
Reads evaluations to ensure accuracy and substance; ensures ratings accurately reflect performance.
Works with leadership on recommendations for compensation and bonus adjustments.
Monitors and understands ongoing performance issues.
The incumbent will be responsible for direction, coordination, and evaluation of direct-reports, where assigned. S/he carries out supervisory responsibilities in accordance with the Firm's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.
To perform the job successfully, an individual must demonstrate the following knowledge skills and abilities:
Excellent written and oral communications skills.
Participative and consultative management style.
Ability to function as a hands-on practitioner.
Ability to develop and motivate staff.
Strategically oriented; capable of identifying and accomplishing long and short-term goals, projects and activities.
Self-motivated; results oriented.
Confident manner; ability to establish credibility quickly.
Ability to work comfortably in a matrix organization.
Ability to deal positively with adversity and difficult situations.
Team player who can establish trust with all levels of personnel.
Strong leadership and supervisory skills.
Strong analytical and critical thinking skills.
Ability to understand and contribute to the client's business strategy.
Strong project management skills.
Ability to analyze complex professional documents, or government regulations, respond effectively to sensitive inquiries or complaints from clients or regulatory agencies, and effectively present information on complex or controversial topics to senior management or clients.
Ability to travel as necessary.
EDUCATION AND EXPERIENCE
Bachelor's degree in a related field required.
Minimum seven (7) years of progressively responsible human resources leadership experience with at least three (3) years in a medium to large sized organization, preferably a law firm or professional services environment.
CERTIFICATES, LICENSES, REGISTRATIONS
Recommended but not required: PHR or SPHR certification.
skills: Supervision, Benefit Administration, Benefit Cost Containment
Equal Opportunity Employer: Race, Color, Religion, Sex, Sexual Orientation, Gender Identity, National Origin, Age, Genetic Information, Disability, Protected Veteran Status, or any other legally protected group status.