Human Resources Manager

SCOPE OF POSITION:

The Human Resources (HR) Manager will provide professional human resource services to employees, including advice, assistance and follow-up on Salvation Army policies, procedures, and documentation at the Kroc Center. The role participates in direct implementation of human resources policies, programs, initiatives, and procedures and will coordinate the resolution of specific policy-related and procedural problems and inquiries, including federal contractor (OFCCP) requirements. The role ensures strategic needs are followed and advises management and employees on all areas of HR, partnering with divisional HR as required.

The HR Manager administers and implements human resources (HR) policies, procedures and guidelines that follow Salvation Army polices, federal, state, and local requirements and which enhance and supports the culture of the Corps and directives on mission and goals. The position is responsible for all HR administration and directives covering administrative issues, employee and employment guidelines, administration of employee benefits materials in association with divisional HR, training programs, and administration of HR information to ensure confidentiality and integrity of data and employment matters.

The employee must be able to exercise judgment and discretion in handling requests, often of a confidential nature, related to particular functions of the office. All Administrative and HR correspondence and issues must be managed in a confidential manner. The position requires that the employee have the ability to inter-relate with all levels of employees and staff in a professional and caring manner. The role advises manager and employees of HR and TSA policies and seeks guidance and direction from Divisional (DHQ) HR, as needed.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Represent the HR department; function as HR department point of contact in coordination with Corps management and DHQ HR.
• Provide strategic guidance and consultation to senior leadership on HR issues.
• Provide HR services, information, resources, and support to internal customers and partners.
• Responsible for the management of various human resource activities including, but not limited to recruiting and hiring, employment, compensation, labor relations, monitoring and ensuring OFCCP compliance, training, development, assisting with implementation of the TSA safety program and reporting and employee performance management.
• Advise employees and management on policy and ensure proper steps are implemented; seek DHQ HR guidance on complex issues, questions, or interpretation including employee warnings and performance improvement plans.
• Evaluate and recommend improvements to existing HR programs and procedures based on THQ guidelines and HR industry best practices and evolving regulations.
• Provide guidance and coaching to supervisors and managers on handling employee relations issues effectively, partner with divisional HR on warnings and performance improvement plans. Advise employees and supervisors on The Salvation Anny policies and procedures.
• Assist with driving and managing initiatives that promote employee engagement, retention, and organizational culture.
• Support cultural competence, and related programs and initiatives.
• Assist with the administration of compensation and benefits programs.
• Prepare regular reports and presentations for management and stakeholders.
• Utilize HR analytics to inform decision-making and measure HR effectiveness; create HR key performance indicators (KPl's) to help measure team performance.
• Collaborate with DHQ HR to create standard operating procedures (SOPs) for training purposes.
• Maintain HRIS (Human Resources Information System) to ensure data accuracy.
• Assist DHQ in auditing HR activities to ensure compliance and best practices.
• Support organizational change management related to HR initiatives.
• Assist leadership with the management of the HR budget and monitor HR-related expenses.
• Prepare correspondence, forms, and reports related to employment issues and HR programs.
• Coordinate training sessions and workshops in collaboration with the HR team and DHQ.
• Plan and lead employee engagement events and staff meetings.
• Audit bi-weekly employee timecards and time off requests.
• Ensure compliance with driving requirements, certifications, licenses, OFCCP, and AA/EEO guidelines.
• Manage employee status changes and maintain accurate HR records in UltiPro (UKG).
• Prepare employment change notices DHQ review on new hires, promotions, terminations, etc.
• Coordinate with DHQ HR on HR administration of various HR functions.

Recruiting and Hiring:

• Manage and participate in full-cycle recruitment processes from sourcing to onboarding leadership and administrative positions (managers, directors, and HR positions).
• Provide guidance in job description development and modifications.
• Lead creation and instruction of clear recruiting, onboarding, and training practices for Hiring Managers
• Deliver exciting recruiting strategies while collaborating and increasing partnerships across the service region.
• Pre-screen candidates to determine their qualifications and capabilities.
• Prepare interview questions for all levels of positions.
• Conduct reference checks.
• Develop and maintain relationships with employment agencies, universities, and other recruitment sources.
• Provide information and consultation regarding employment issues, e.g., transfers, promotion/ demotion, reduction-in-force, placement, independent contractor status, etc.
• Work with HR Specialists to review references of applicants for child serving positions as needed.
• Support HR Generalists and HR Assistant by assisting with the processing of criminal background checks and run TSA Central Registry and NSOPW checks for applicable employees and volunteers, notifying managers of applicants cleared through background screenings when needed.
• Develop effective onboarding programs to integrate new hires into the organization.

Employment, Performance and Labor Relations Management:

• Advise managers and supervisors on classification/compensation options available.
• Manage performance evaluation processes and assist leadership with succession planning initiatives.
• Ensure the administration of regular performance evaluations including 90-day and annual performance evaluations.
• Manage employment corrective action, performance management, and discipline models, including identification of skill gaps.
• Identify training needs and develop training programs to enhance employee skills and competencies.
• Conduct employee investigations, resolve employee relations issues, and maintain confidentiality and coordinate with DHQ HR.
• Monitor employee performance standards and implement corrective action steps per TSA policy and guidelines; coordinate with divisional HR as required for complex issues and employment separations.

HR Administration and Department Management:

• Directly supervise the HR department employees which may include a HR Generalist/Recruiter, part time assistant and occasional seasonal, or agency temporary employees. Assign duties and tasks to the HR team in an effective and timely manner.
• Process HR/personnel items through TSA’s HRIS, applicant tracking system and internal approval system, ensuring the accuracy and timeliness of all items processed.
• Review final payroll for accuracy.
• Conduct annual local fund-raising program, the Kettle Season, payroll and hiring and I-9 training, as needed.
• Provide training to direct reports and ensure adherence to TSA policy and programs, including performance management.
• Train new HR staff in using TSA systems, programs, databases, and other integrated software programs.
• Lead the HR team in weekly meetings, and monthly workshops to review different HR functions and
• Oversee State and Federal safety guidelines are followed locally in all programs according to regulations.
• Assist departments with personnel/payroll related inquiries; advises and assists on current departmental HR procedures related to employee records; coordinates activities and acts as liaison between departments and central HR staff.
• Manage the local driver program including training, upkeep of certifications and renewals, including Commercial Driver Licensed employee drivers.
• Maintain accurate HR files and records for employees per retention policies.
• Support the TSA safety program, track and report on local employment work-related injuries, illnesses or near misses per policy and support divisional safety initiatives.
• Prepare HR reports and other reports as needed.
• Prepare for audits and provide information to Finance Department and Auditors as requested.
• Visit various local locations, attend meetings, and other work-related tasks which may require driving.
• Attend and participate in HR meetings, work sessions, and events, occasionally requiring onsite transportation.
• Attend required meetings.
• Coordinate training sessions and workshops in collaboration with the HR team and DHQ HR.
• Perform any other work-related duties as assigned.

EDUCATION AND WORK EXPERIENCE:

• Bachelor's degree in human resources, business management or a related field or equivalent
• Five (5) plus years of HR experience including previous supervisory experience.
• Certified HR professional or equivalent HR certification
• Demonstrated prior experience managing or leading multiple areas of HR management or a small HR team.

KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED:

• Strategic thinker with the ability to translate business needs into HR initiatives.
• Demonstrated knowledge and application of contemporary human resources principles practices and processes.
• Exceptional HR customer service skill and aptitude with a strong emphasis on internal support.
• Ability to maintain confidentiality and use of judgement and discretion.
• Knowledgeable about Federal and Idaho State laws, including wage, hours, safety, and labor regulations, including knowledge of federal contractor requirements.
• Ability to maintain confidentiality and security of all personnel, benefits, and HIPAA related items and issues.
• Ability to manage multiple tasks, projects, and programs in an organized, efficient, and accurate manner.
• Exercise sound professional judgment and be self-directed and initiative-taking.
• Demonstrate superior written, verbal, and non-verbal communications skills.
• Demonstrate strong positive relational skills with administrators, co-workers, professional associates, volunteers, patrons, and customers and ability to interact effectively with a wide range of diverse individuals and personality types at the Corps, at divisional headquarters.
• Superior organizational skills, ability to manage a large volume of work with good attention to detail.
• Ability to work independently and as part of a team.
• Strong work ethic and demonstrated initiative and flexibility in meeting the needs of the position and department.
• Must have a valid Idaho state driver's license, have three years of driving experience, and be able to clear a Motor Vehicle Records check.
• Effectively lead a team and be able to efficiently delegate tasks to others.
• Apply principles of cultural competence.
• Ability to manage accurate and secure hard copy and digital records effectively.
• Collaborate effectively with employees at all organizational levels.
• Ability to maintain professionalism and objectivity during employment interactions.

SOFTWARE-RELATED SKILLS:

• Proficiency in UKG or a similar HRIS software, and experience with integrated software databases and programs
• Proficiency with applicant tracking systems and HRIS operations.
• Proficiency in Microsoft Office Suite products especially Outlook, Word, and Powerpoint.
• Proficiency in navigating digital file networks.

PHYSICAL REQUIREMENTS:

• Ability to sit, walk, stand, bend, squat, climb, kneel, and twist intermittently or continuously.
• Ability to grasp, push, pull files and file cabinet drawers, and reach overhead.
• Ability to operate a telephone and desktop or laptop computer.
• Ability to lift up to 25lbs.
• Ability to access and comprehend information on a computer.
• Ability to understand written information.

Working Conditions:

Work is performed in a normal office environment where there are little or no physical discomforts associated with changes in weather or discomfort associated without noise, dust, dirt and similar.

Work Schedule / Location:

Monday through Friday / In-person at The Kroc Center in Coeur D’Alene, ID.

The Salvation Army reserves the right to reassign, review the job or to require that different or additional tasks be performed based on the organization’s need or when circumstances change.

Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment in order meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests as long as the accommodation needed is reasonable and no undue hardship would result.

Equal Employment Opportunity: Minorities/Women/Disabled/Protected Veterans