Human Resources Manager

Job description

The Human Resources Manager is responsible for planning, directing and coordinating the human resource activities of AGRA to maximize the strategic use of human resources. As part of these responsibilities, The HR Manager will work with other managers to plan, direct and maintain functions such as employee compensation, recruitment, personnel policies and regulatory compliance.

The HR Manager also works with the Chief Financial Officer and the Executive Vice President of Operations to develop, modify and enforce Human Resource policies focusing on the consistent and fair treatment of employees. In addition, the HR Manager is also responsible for AGRA's compliance with the applicable federal and state statutory guidelines and requirements relating to Human Resource policies.

Finally, the HR Manager works cross-functionally to partner with operations and other departments to support strategic initiatives and recruit and retain the people necessary for the Company to achieve its business goals and objectives.

ESSENTIAL DUTIES AND RESPONSIBILITIES

This list of duties and responsibilities is not all inclusive and may be expanded to include other duties and responsibilities as management may deem necessary from time to time.

Recruiting/Marketing

• Coordinate staffing activities including recruitment, selection, interviewing and hiring of exempt and non-exempt level positions.
• Develop and implement standard recruiting and placement practices and policies.
• Forecast future staffing and organizational needs.
• Partner with the CFO in the selection and coordinate the use of consultants, recruiters, insurance brokers, insurance carriers, pension administrators, training specialists and other outside resources.
• Assist in negotiating and developing employment agreements for executives and upper management.
• Researching, advertising and marketing trends for staffing. This will entail billboards, print and digital medias.

Retention

• Design and implement retention strategies to increase loyalty and retain employees.

Benefits

• Evaluate and compare existing employee benefits with those of other employers by analyzing other plans, surveys, and other sources of information.
• Manage all benefit questions/billing including 401K.
• Mange worker's compensation and other claims through the insurance company.

Compensation

• Ensure that company compensation program is competitive in the marketplace and consistent with company compensation philosophy.
• Establish hourly wage structures, performance appraisal programs, employee benefit programs and services.

Compliance

• Monitor management and employees' compliance to policies in place.
• Identify and ensure compliance with all local, state and federal laws pertaining to the human resources function.
• Develop and maintain personnel policies and procedures that comply with State and Federal laws and are consistent with corporate philosophy.
• Keep up to date on government regulations affecting company policies and human resource practices.

Employee Relations

• Take the necessary actions to create an atmosphere conducive to the best possible employee-employer relationship.
• Direct and coordinate various activities designed to promote and maintain a high level of employee morale.

Training

• Formulate training outlines and determines instructional methods for new hires and current employees.

Other

• Manage and supervise personnel in the payroll and receptionist duties, including hiring, termination, and employee development and performance appraisals.
• Maintain necessary personnel documentation for employee files to include wages, overtime, performance reviews, disciplinary actions, etc.
• Maintain affirmative action program; maintain records, reports, and logs to conform to EEO regulations.
• Continue to maintain and grow your knowledge, understanding and expand your resources of current human resource issues, through continuing education and becoming a certified member of SHRM.
• Assist the CFO in directing the preparation of all requested or required reporting information.
• Manage an effective department by ensuring the highest value at the lowest cost, developing and recommending the HR Budget and reporting variances of actual against budget.
• Develop, distribute and maintain all required reports, paperwork, files, documentation, etc.

SUPERVISORY RESPONSIBILITIES

Develop, coach, mentor and train subordinate staff. Conduct performance evaluations; recommend salary adjustments; reward employees or take disciplinary action, as necessary; address complaints and resolve issues.