Human Resource Manager at LBA Hospitality – Dothan, Alabama

JOB SUMMARY

Manages the human resources function for a regional segment of an organization.

Supports the organization by implementing and administering human resources programs or policies.

Oversees execution of human resources policies and programs, which may include recruitment and onboarding, training and career development, employee relations, and compensation and benefits planning. Ensures compliance with federal, state, and local regulations, including EEO, FMLA, and FLSA. Assists line managers in the application of HR programs to departmental operations. Answers employee/candidate questions about HR policies and offerings.

Primarily focused on administering established policies and procedures but may have some impact on departmental budgeting, strategic planning, and procedural change.

SUMMARY OF ESSENTIAL JOB FUNCTIONS

• Oversees execution of human resources policies and programs, which may include recruitment and onboarding, training and career development, employee relations, and compensation and benefits planning. Ensures compliance with federal, state, and local regulations, including EEO, FMLA, and FLSA. Assists line managers in the application of HR programs to departmental operations. Answers employee/candidate questions about HR policies and offerings.
• Oversees execution of human resources policies and programs, which may include recruitment and onboarding, training and career development, employee relations, and compensation and benefits planning.
• Ensures compliance with federal, state, and local regulations, including EEO, FMLA, and FLSA. Assists line managers in the application of HR programs to departmental operations.
• Answers employee/candidate questions about HR policies and offerings.

SPECIFIC RESPONSIBILITIES

• Assists in the creation and maintenance of human resources forms or documents. Answers basic employee questions about human resources policies or offerings. Schedules interviews, orientations, or training sessions. Processes employee status changes or benefits enrollments; maintains records of completed transactions. Inputs HR-related data and compiles standard reports for management review.
• Works with senior leadership to understand the strategic goals of the organization and identify the human resources needed to achieve those goals. Administers recruiting, retention, performance management, and organizational and employee development strategies that address future workforce or skill/knowledge shortages. Establishes succession plans or management/executive development programs designed to identify and prepare high potential employees for key leadership roles.
• Implements human resources programs by providing human resources services, which may include recruiting and staffing, administration of compensation and benefits programs, training and development, employee or labor relations, and affirmative action/equal employment opportunity compliance. Completes personnel transactions and maintains associated records. Collects and analyzes internal and external information in order to compare the organizations HR practices to those prevailing in the market. Ensures compliance with applicable labor laws or regulations.

POSITIONS FOR POSSIBLE ADVANCEMENT

• Senior Human Resources Manager

PREREQUISITES

• Comprehensive knowledge of the field's concepts and principles. Performs complex tasks typically following established processes. Leads and directs the work of other employees and has full authority for personnel decisions.
• Performs work under minimal supervision. Handles complex issues and problems, and refers only the most complex issues to higher-level staff. Possesses comprehensive knowledge of subject matter.
• Typically requires a bachelor's degree and 4 to 6 years of experience.

REQUIRED KNOWLEDGE, SKILLS AND ABILITIES

Knowledge

• Comprehensive knowledge of the field's concepts and principles. Performs complex tasks typically following established processes.
• Primarily focused on administering established policies and procedures but may have some impact on departmental budgeting, strategic planning, and procedural change.

Skills

• Ability to foster teamwork. Management skills. Oral and written communication skills. Ability to build collaborative relationships. Customer/client orientation.
• Detail oriented. Interpersonal skills. Planning skills.
• Performs work under minimal supervision. Handles complex issues and problems, and refers only the most complex issues to higher-level staff. Possesses comprehensive knowledge of subject matter. Provides leadership, coaching, and/or mentoring to a subordinate group. May act as a lead or first-level supervisor.
• Ability to develop and mentor others. Decision-making skills. Leadership skills. Ability to drive strategic direction. Oral and written communication skills.
• Ability to work as part of a team. Detail oriented. Ability to meet deadlines. Attentiveness.

Abilities

• Oral and written communication skills. Customer service skills. Organizational skills. Problem-solving skills.
• Ability to foster teamwork. Management skills. Oral and written communication skills. Ability to build collaborative relationships. Customer/client orientation. Detail oriented. Interpersonal skills. Planning skills.