Sign In
 [New User? Sign Up]
Mobile Version

HR Manager

Irwin Naturals


Location:
Los Angeles, California 90066
Date:
05/17/2017
Job Code:
289158249
Job Type:
Employee
Job Status:
Full Time
Categories:
  • HR Generalist
  • Benefits
  • Employee Relations
  • Employment/Recruitment
  • HRIS
Irwin Naturals
  •  
  • Save Ad
  • Email Friend
  • Print
  • Research Salary

Job Details

Irwin Naturals has an exciting role for a HR Manager reporting directly to the President of the company.

 

The HR Manager is a critical part of our team and a valued contributor to the business. The HR Manager is directly responsible for creating a well-respected and trusted Human Resources Department. The role is a very “hands on, roll up your sleeve” position.  The main areas of responsibility include but are not limited to recruitment, employee relations, employee morale, compensation, training and development, performance management, benefits administration, payroll, workers’ compensation, safety, ensure compliance with changing Labor Laws, etc.  The HR Manager will support the company’s strategic goals which will help drive the HR design, planning and implementation of policies and procedures.

 

The HR Manager must display fairness and consistency and have the ability, at times, to take unpopular positions on certain issues. The manager must be a master at balancing the needs of the employees with the changing requirements of the business.

Primary Responsibilities:


Employment 

  • Establishes and leads the  recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce. Works closely with contract recruiter.
  • Serves as part of the initial interview team.
  • Works with managers and Executives to finalize offers.
  • Initiates and reviews background checks.

Compensation

  • Evaluates and establishes the company salary structure, pay policies, and executes on the pay systems within the company including wage increases and bonuses.
  • Reviews and establishes pay practices and pay ranges that help to recruit and retain employees.
  • Works with managers on promotions and adjustments.
  • Reports for executive management team and Finance as requested.

Training and Development

Human Resources Information Systems (HRIS)

  • Maintains, utilizes, and troubleshoots the HRIS system (ADP WorkforceNow) to process employee changes, policies, etc.
  • Manages the development, maintenance, and communication via the company Intranet and internal Social media platform; particularly for company information, events, culture.

Employee Relations

  • Leader in Employee Company Culture and Employee Morale
  • Formulates and recommends Human Resources policies and objectives for the company on any topic associated with employee relations and employee rights.
  • Partners with management to communicate Human Resources policies, procedures, programs, and laws.
  • Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.      
  • Coaches and trains managers in their communication, feedbackrecognition, and interaction responsibilities with the employees who report to them.
  • Conducts investigations when employee complaints or concerns are brought forth.
  • Monitors and advises managers and supervisors in the progressive discipline process of the company. Monitors the implementation of a performance improvement process with non-performing employees.
  • Reviews, guides, and approves management recommendations for employment terminations.

Benefits

  • Partners with the President to obtain cost effective, employee serving benefits.
  • Leads the development of benefits orientations and other benefits training for employees; open enrollment management and execution.
  • Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
  • Day-to-day benefits administration responsibilities, and required government reporting.

Law

  • Leads company compliance with all existing governmental labor laws and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act, Employee Retirement Income Security Act (ERISA), the Department of Laborworker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to grievances.
  • Directs the preparation of information requested or required for compliance. Serves as the primary contact with the company employment law attorney and outside government agencies.
  • Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Minimizes risk for the company. 

Organization Development

  • Manages employee communication and feedback through such avenues as company meetings, internal social media platform.
  • Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
  • Keeps the President and the executive team informed of significant problems that jeopardize the achievement of company goals.

Development/Management of the Human Resources Department

  • Oversees and manages the work of Payroll Supervisor and Contract Recruiter. Encourages the ongoing development of the Human Resources staff.
  • Develops and monitors an annual Human Resources budget.
  • Works with consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources.
  • Leads the development of department goals, objectives, and systems. Manages the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
  • Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
  • Participates in executive, management, and company staff meetings and attends other meetings and seminars.
  • Works with others to plan and execute on company's philanthropic work.

Other

  • Any other projects and tasks as assigned.


Requirements

  • 5+ years’ of progressive leadership experience in Human Resources.
  • 10+ years' experience in human resources generalist capacity.
  • Strong understanding of local, state, and federal employment laws, and best practices.
  • Specialized knowledge in areas of recruiting, compensation, organizational development, employee relations, benefits administration, workers' compensation, training and development, and safety.
  • Demonstrated ability to improve employee morale through employee engagement (events, community outreach).
  • Excellent active listening, negotiating, and presentation skills.
  • Exceptional interpersonal communication (verbal and written) and relationship-building skills with all levels of the company.
  • Proficient understanding of HRIS software (ADP WorkforceNow software preferred).
  • Proficient understanding of Microsoft Office (Outlook, Word, Excel, PowerPoint).
  • Bachelor's Degree in Human Resources Management, Organizational Development, or related business field.

 

SHRM provides content as a service to its readers and members. It does not offer legal advice, and cannot guarantee the accuracy and stability of its content for a particular purpose. Disclaimer