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HR Director

  • Location: Opa-Locka, Florida
  • Type: Direct Hire
  • Job #10840
  • Salary: $100,000

Human Resources Manager
The Human Resources Manager is responsible for the overall administration, coordination, and evaluation of the human resource management activities of the organization to maximize the strategic use of human resources and maintain functions such as employee compensation, recruitment, personnel policies and regulatory compliance. The HR Manager supports the organization's mission, vision, and core values by exhibiting the following behaviors: excellence and competence, collaboration, innovation, respect, commitment to our community and clients, accountability and ownership.

  1. Focus
    • 1. Annually reviews and makes recommendations to Executive Management for improvement of policies, procedures, and practices on personnel matters.
    • 2. Administer compensation, benefits and performance management systems, and safety and recreation programs
    • 3. Ensure compliance with all existing governmental and labor legal 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 (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth.
    • 4. Help monitor the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
    • 5. Assist Executive Management in the annual review, preparation and administration of the Company’s performance evaluations and incentive programs.
    • 6. Work directly with department managers to assist them in carrying out their responsibilities on Human Resources matters.
    • 7. Recommend, evaluate, and participate in staff development for the organization.
    • 8. Develop and maintain a Human Resources system that meets Company’s human resources information needs.
    • 9. Process weekly payroll.
  1. Resources
    • 1. Manage the company’s Employee Handbook and ensure compliance of its policies.
    • 2. Ensure company is in compliance with local, state and federal requirements.
    • 3. Assist in the preparation of the annual payroll budget.
    • 4. Maintain the human resource information systems including W-4, I-9, direct deposit, emergency contacts and other information.
    • 5. Assist with the implementation of the performance evaluation and incentive programs.
    • 6. Record all performance appraisals in human resources system.
    • 7. Prepare periodic reports for management, as necessary or requested.
    • 8. Timely challenge all unemployment claims when applicable.
    • 9. Prepare schedules and assist in the annual worker compensation audit.
    • 10. Manage periodic random testing per the Company’s Drug Free Workplace guidelines.
    • 11. Manage periodic driving records search per the Company’s guidelines.
    • 12. Maintain the work structure by updating job requirements and job descriptions for all positions.
  2. Relations
    • 1. Plan periodic employee functions during the year (birthdays, gatherings, employee recognitions, social events, etc.)
    • 2. Maintain company employee intranet.
    • 3. Assist with the implementation of company safety and health programs.
    • 4. Track and post OSHA-required data and file any necessary reports.
    • 5. Coordinate employee safety, welfare and wellness.
    • 6. Recommend disciplinary measures
    • 7. Conduct disciplinary meetings, corrective action plans and termination meetings in conjunction with managers.
    • 8. Provides competitive market research and prepares pay studies to help establish pay practices and pay bands that help to recruit and retain superior staff.
    • 9. Communicate changes in organization’s personnel policies and procedures and ensures proper compliance is followed.
    • 10. Serve as a link between management and employees by handling questions and helping resolve work-related problems.
  3. Hires and Terminations
    • 1. Coordinate job applicant’s testing and pre-employment screening.
    • 2. Process and review employment applications in order to evaluate the eligibility of applicants.
    • 3. Plan and conduct new employee orientation and obtain all necessary paperwork.
    • 4. Record new hires in payroll system/databases.
    • 5. Coordinate with Information Technology the technology requirements of new hires and the cancellation of network access for terminated employees.
    • 6. Notify supervisors of employees’ end of probationary period and 90-day performance appraisals.
    • 7. Conduct interviews of potential employees and participate with managers in hiring decisions.
    • 8. Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits.
    • 9. Conduct difficult termination interviews, providing feedback to management, and recommending changes to department practices as appropriate.
    • 1. Obtain timesheets and process weekly payroll.
    • 2. Review and report job labor hours to Executive Team.
    • 3. Prepare and submit weekly, quarterly and annual tax forms to appropriate agencies (weekly payroll taxes, 941, 940, W-2s, etc.)
    • 1. Identify and manage training and development needs for employees.
    • 2. Assist managers with the selection and contracting of external training programs and consultants.
    • 3. Provide necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
    • 1. Develop and schedule benefits orientations and other benefits training.
    • 2. Process enrollments, changes, and terminations of participants in all benefit plans and programs.
    • 3. Administer the 401(k) plan and complete yearly compliance reporting.
    • 4. Manage COBRA benefits.
    • 5. Review, allocate and classify monthly bills from benefit providers and reconcile against employee payroll deductions.
    • 6. Recommend benefit programs to management.
    • 7. Assist employees with any benefit claim issues or concerns.
    • 8. Obtain and evaluate benefit contract bids and advise management of benefit programs and options.
    • 9. Administer 401(k) transactions and process employee applications and loans.
    • 1. BA/BS Degree in Human Resources, Business or Organizational Development or demonstrated experience in a similar business environment.
    • 2. Two to four years of related experience.
    • 3. Demonstrated ability to handle extremely difficult or volatile situations/individuals effectively.
    • 4. Proficient computer skills, including Word, Excel, PowerPoint and Publisher.
    • 5. Demonstrated excellence in written and verbal communication including listening and being able to communicate effectively without preparation. 
    • 6. Strong presentation skills, must be able to present to large audiences with the ability to attract the audiences’ attention, keep them engaged and deliver the message in a positive manner.
    • 7. Bilingual (English/Spanish) preferred.
    • 8. General knowledge of various employment laws and practices.
  8. Attributes
    • 1. Candidate must possess Company’s Core Values: Results Driven, Proactive, Safety Conscious, People Focused, Customer Oriented, and Team Oriented. 
    • 2. Excellent interpersonal skills.
    • 3. Excellent organizational skills.
    • 4. Able to exhibit a high level of confidentiality.
    • 5. Strong business acumen, high-level strategic thinking and ability to understand a highly technical products, industry, financials, operational and organizational structure.