Human Resource Manager
Kraft Group LLC, Montville, CT, United States
SUMMARY
The Human Resource Manager aligns Human Resource strategies and initiatives with business objectives for assigned client groups. This role serves as a strategic partner and trusted advisor to leaders and employees, providing guidance, coaching, and support to ensure compliance, effective people practices, and achievement of organizational goals.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Provide HR support and consultation to assigned client group(s) ensuring guidance and actions comply with federal, state, and local employment laws and company policies. Advise managers to assess, drive, and manage performance, identify and manage risk through proactive consultative guidance and escalation of critical issues.
Collaborate with Human Resource functional leaders to develop and execute organizational HR strategies, including development of goals, programs, and other key initiatives. Communicate and upscale workforce trends, performance deficiencies, and improvement opportunities to business unit leader, SVP of Human Resources, and functional leader if appropriate.
Maintain current knowledge of local and federal employment laws and regulatory requirements. Escalate issues to HR functional partners to develop and institutionalize process or policy changes.
Support timely completion of employee investigations by partnering with the Employee Relations Manager, SVP of HR, Business Division Leader and Legal as needed. All involuntary terminations and final written warnings require review before communication. Advise managers on all employee relations matters including investigations of complaints, disciplinary action, and terminations. Conduct exit interviews as applicable and follow-up on problematic virtual exit surveys.
Partner with Talent Acquisition on employment initiatives including recruitment strategies, job postings, advertisements, interviews, and candidate selection. Draft compelling job descriptions, determine appropriate FLSA classifications, and obtain approval for compensation. Work closely with evaluating panel on proper interview structure, questions, evaluation criteria, and sound decision‑making practices.
Facilitate and manage all enterprise‑wide HR programs for success including annual compliance training, ad hoc programs, audits, benefit open enrollment, and performance management process including goal setting, coaching and feedback, development planning, and succession planning initiatives.
Deliver high-quality internal customer service to various departments and employees by fostering a positive and professional work environment and consistent employee experience through clear communication, exemplary follow‑through, and consistent application of policy and procedures.
Manage, audit, and maintain HR data integrity through reporting, HR dashboard and HRIS systems. Actively review employee transactions with hiring managers and unit leaders to ensure accuracy and timeliness of changes. Proactively identify data trends or anomalies that require action.
Conduct employee meetings at established intervals and maintain timely feedback loops with employees and managers by using survey results to foster transparency, address concerns, and foster a culture of continuous improvement.
Special projects and assignments as business dictates.
Responsible for maintenance, creation and control of all personally identifiable information or any other information protected by confidentiality or privacy standards or company policies, including state or federal regulations, such as HIPAA.
SUPERVISORY RESPONSIBILITIES
This position has no supervisory responsibilities.
SKILLS AND QUALIFICATIONS
Knowledge of state and federal employment laws, rules and regulations pertaining to labor, benefits, and compensation.
Highly organized, detail oriented, and results driven.
Strong analytical and problem‑solving skills.
Demonstrated ability to exercise discretion and maintain confidentiality.
Exemplary interpersonal, communication, and consulting skills.
Proficient in Word, Excel, PowerPoint, and Microsoft Office tools.
Minimum of 4 to 6 years of experience in a similar HR management position required.
Bachelor’s degree preferred.
PHYSICAL DEMANDS
Reasonable accommodation may be made to enable individuals with disabilities to perform essential functions.
Employee is regularly required to stand, walk, sit and use hands to handle or feel.
Employee frequently required to talk or hear.
Employee occasionally required to reach with hands and arms.
WORK ENVIRONMENT
Quiet work environment.
Ability to work nights and weekends as business dictates.
CERTIFICATES, LICENSES, REGISTRATIONS
HR Certification or SHRM Certification preferred.
OTHER DUTIES
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.
EEO STATEMENT
This company is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.
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The Human Resource Manager aligns Human Resource strategies and initiatives with business objectives for assigned client groups. This role serves as a strategic partner and trusted advisor to leaders and employees, providing guidance, coaching, and support to ensure compliance, effective people practices, and achievement of organizational goals.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Provide HR support and consultation to assigned client group(s) ensuring guidance and actions comply with federal, state, and local employment laws and company policies. Advise managers to assess, drive, and manage performance, identify and manage risk through proactive consultative guidance and escalation of critical issues.
Collaborate with Human Resource functional leaders to develop and execute organizational HR strategies, including development of goals, programs, and other key initiatives. Communicate and upscale workforce trends, performance deficiencies, and improvement opportunities to business unit leader, SVP of Human Resources, and functional leader if appropriate.
Maintain current knowledge of local and federal employment laws and regulatory requirements. Escalate issues to HR functional partners to develop and institutionalize process or policy changes.
Support timely completion of employee investigations by partnering with the Employee Relations Manager, SVP of HR, Business Division Leader and Legal as needed. All involuntary terminations and final written warnings require review before communication. Advise managers on all employee relations matters including investigations of complaints, disciplinary action, and terminations. Conduct exit interviews as applicable and follow-up on problematic virtual exit surveys.
Partner with Talent Acquisition on employment initiatives including recruitment strategies, job postings, advertisements, interviews, and candidate selection. Draft compelling job descriptions, determine appropriate FLSA classifications, and obtain approval for compensation. Work closely with evaluating panel on proper interview structure, questions, evaluation criteria, and sound decision‑making practices.
Facilitate and manage all enterprise‑wide HR programs for success including annual compliance training, ad hoc programs, audits, benefit open enrollment, and performance management process including goal setting, coaching and feedback, development planning, and succession planning initiatives.
Deliver high-quality internal customer service to various departments and employees by fostering a positive and professional work environment and consistent employee experience through clear communication, exemplary follow‑through, and consistent application of policy and procedures.
Manage, audit, and maintain HR data integrity through reporting, HR dashboard and HRIS systems. Actively review employee transactions with hiring managers and unit leaders to ensure accuracy and timeliness of changes. Proactively identify data trends or anomalies that require action.
Conduct employee meetings at established intervals and maintain timely feedback loops with employees and managers by using survey results to foster transparency, address concerns, and foster a culture of continuous improvement.
Special projects and assignments as business dictates.
Responsible for maintenance, creation and control of all personally identifiable information or any other information protected by confidentiality or privacy standards or company policies, including state or federal regulations, such as HIPAA.
SUPERVISORY RESPONSIBILITIES
This position has no supervisory responsibilities.
SKILLS AND QUALIFICATIONS
Knowledge of state and federal employment laws, rules and regulations pertaining to labor, benefits, and compensation.
Highly organized, detail oriented, and results driven.
Strong analytical and problem‑solving skills.
Demonstrated ability to exercise discretion and maintain confidentiality.
Exemplary interpersonal, communication, and consulting skills.
Proficient in Word, Excel, PowerPoint, and Microsoft Office tools.
Minimum of 4 to 6 years of experience in a similar HR management position required.
Bachelor’s degree preferred.
PHYSICAL DEMANDS
Reasonable accommodation may be made to enable individuals with disabilities to perform essential functions.
Employee is regularly required to stand, walk, sit and use hands to handle or feel.
Employee frequently required to talk or hear.
Employee occasionally required to reach with hands and arms.
WORK ENVIRONMENT
Quiet work environment.
Ability to work nights and weekends as business dictates.
CERTIFICATES, LICENSES, REGISTRATIONS
HR Certification or SHRM Certification preferred.
OTHER DUTIES
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.
EEO STATEMENT
This company is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.
#J-18808-Ljbffr