As a Human Resources Manager, you will be responsible for developing, implementing, and managing the HR function and overseeing all HR activities within the organization. Reports to the CFO.
To remain current on all aspects of human relations, wage management, manpower planning, recruitment and selection strategies, health and safety, environmental, and training and development issues or trends and provide support, advise, or influence where appropriate/necessary.
Partner with senior management in a variety of HR functions with emphasis on performance management, employee relations, management training and organizational development, compensation and benefits administration, and rewards and recognition. Analyze trends and metrics to develop solutions, programs, and policies.
Develop, implement, and oversee all HR systems for the division, including hiring, performance management, training & development, health & safety, environmental, and other HR systems required by the division
Establish and maintain effective policies and procedures to ensure fair and consistent treatment of all employees, including maintaining the Employee Handbook and overseeing all matters pertaining to the application of hiring and advancements, progressive discipline, termination, lay-off or recalls, health and safety, or any other employee relations issue that may arise
Establish and implement HR Department key performance indicators, benchmarked for continuous improvement.
Responsible to adhere to all Health and Safety programs in accordance with the O.H.S.A. Follow and ensure the Division’s procedures regarding safety rules and regulations are followed throughout the plant.
· Bachelor’s degree in a related field or related experience
· 3 to 6 years of experience as a Human Resources Generalist or Manager
· PHR/SPHR of SHRM-CP/SCP certification, preferred
· Proficient with the Microsoft Office suite
This position is eligible for a hybrid schedule. Email resumes to firstname.lastname@example.org
Oklahoma City Indian Clinic is hiring a Human Resources Generalist to our HR Team! The Human Resource Generalist will perform various functions of the Human Resource (HR) department including but not limited to benefits, recruiting, compensation, payroll, leave, onboarding, evaluation and enforcing company policies and practices. This position will work a hybrid schedule, working in the office and from home.
Job duties include, but are not limited to:
Excellent communication and interpersonal skills, ethics, and cultural awareness.
Aptitude for problem-solving and thorough knowledge of HR procedures and policies.
Advanced knowledge of HRIS and ability to learn new technical systems, when necessary.
Experience in computing HR metrics and analytics.
Excellent organizational skills and attention to detail.
Strong analytical, decision-making, and problem-solving skills.
Deep knowledge of employment-related laws and regulations.
Experience with compensation administration, performance reviews, payroll and benefits.
Proficient with Google Suite or related software.
Efficient HR administration and people management skills.
Knowledge of HR functions and best practices.
Ability to work under pressure and meet tight deadlines.
Education and Experience:
Oklahoma City Indian Clinic is a non-profit organization and not federal employment. Indian preference hiring laws apply. OKCIC is a 501(c)(3) non-profit corporation and EEO/AA employer. Oklahoma City Indian Clinic is committed to providing equal employment opportunities for all individuals. Employment practices shall adhere to all applicable laws prohibiting discrimination based on age, genetics, race, color, gender, national origin, marital status, physical or mental disability, veteran status, citizenship status, religion, sexual orientation, gender identity or expression, transgender status, or any other characteristic protected by federal, state, or local laws.
For Indian Preference to apply, you must complete the full application and submit a copy of your CDIB card.
The Senior Human Resources Business Partner (SHRBP) will support the company operations by maintaining and enhancing the organization through administration and implementation of human resources policies, programs, and practices. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The SHRBP maintains an effective level of business literacy about the business unit’s financial position, its midrange plans, its culture, and its competition.
Reasonable Accommodations Statement
To perform this job successfully, an individual must be able to perform each essential duty listed below satisfactorily. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.
Essential Functions Statement
· Responsible for maintaining employee benefits related actions. Including the initial online enrollment of all new hires, annual open enrollment, and collection of missed premiums provided by payroll.
· Responsible for assisting with all employee relations, investigations, exit interviewing and counseling in coordination with managers and Senior Director, HR.
· Handles employment-related inquiries from employees and supervisors, referring complex and/or sensitive matters to the Senior Director, HR.
· Consults with line management, providing HR guidance when appropriate.
· Provides day to day performance management guidance to line management.
· Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
· Identifies training needs for business units and individual executive coaching needs.
· Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
· Responsible for coordinating new hire orientation and entry of employee information into external databases.
· Responsible for maintaining employee personnel files.
· Assist with all Employee Relation issues. Including: employment verifications, LOA, FMLA, investigations, unemployment claims, etc.
· Assist with reviewing payroll prior to final submission.
· Assist with maintaining Worker’s Compensation, DBA, and foreign travel insurance.
· Coordinate and manage creating and maintaining job descriptions for all current positions.
· Assist Senior Director, HR with legal compliance by monitoring and implementing applicable human resource federal and state requirements, conducting investigations, maintaining records (FMLA, ADA, EEO, OSHA, COBRA, business registrations, etc.).
· Responsible for maintaining proper posting of all State and Federal Labor and Safety (OSHA form 300) publications.
· Assist with implementation and following of HR Standard Operating Procedures.
· Assist with maintaining drug and alcohol program.
· Maintain professional and technical knowledge by attending educational workshops, reviewing professional publications; establishing personal networks; participating in professional societies.
· Must be able to maintain strict confidentiality with regard to employment related issues and financial data.
· Perform other incidental and related duties as required and assigned.
· Willingness to assist in all HR functional areas within a fast-paced, technically focused environment is essential. Must be hands on and capable of producing, project managing and implementing tactics to drive HR initiatives.
· Must be results-oriented and demonstrate strategic thinking, innovation, flexibility in dealing with changing and ambiguous situations.
· Excellent project management skills including successful leadership of projects from planning phase through completion.
· Excellent management skills including superb communication, delivery of results, consultative skills, partnership skills and team building.
· Sound analytical and problem-solving skills.
· Discretion and confidentiality are always required.
This job operates in a clerical, office setting. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.
This is a largely sedentary role; however, some physical abilities may be required.
Position Type and Expected Hours of Work
This is a full-time position with typical working hours of Monday through Friday, 8:00 a.m. to 5:00 p.m. Hours and work shift may change in accordance with department and business needs. Exempt Employees must have the ability to be on-call and available, as business needs require.
Travel requirements are: 20%
Required Education and Experience
Education: Bachelor’s Degree in Human Resources or Business
Experience: 6 years of experience as an HR Generalist or Specialist role
Computer Skills: Intermediate skill level in Microsoft Office, Excel and Word; Paycom or other HRIS system.
Experience: 5 years of experience in benefits and 5 years of experience in payroll.
Preferred Certificates and Licenses
PHR or greater certification preferred.
SHRM certification preferred.
Additional Eligibility Qualifications
Must be able to accomplish all duties with little or no assistance
Must have good command of the English language; oral and written.
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.
First Americans Museum is seeking a full-time Human Resources Manager. Reporting to the Chief Operating Office, the Manager manages all aspects of the human resource function. As a member of the Leadership Team, the Manager develops short and long-term strategy for benefits administration, organizational development and effectiveness, compensation, employment policies and staffing. The Manager oversees all benefits to ensure accuracy, legal compliance and cost effectiveness. S/he works closely with other staff in all aspects of human resources, including directing the Museum’s Volunteer and Safety programs.
Manage the salary administration plan, working closely with the Executive Director/CEO and Chief Operating Officer to benchmark salaries. S/he will assign salary grades, set and maintain salary ranges and make recommendations to the Executive Team as to yearly adjustment to the ranges.
Serve as a member of the Benefits Committee, planning and preparing the appropriate materials for the committee meetings.
Direct the recruitment and hiring of a diverse staff, partnering with management staff to make hiring recommendations. S/he will maintain a new employee orientation program and HR policies, including those for supervisory staff, and oversee the upkeep of the employee handbook for accuracy and legal compliance.
Manage payroll processes and distribution in tandem with external partner and the finance department.
Evaluate benefit programs for program design and cost, provide long-term competitive and affordable solutions for staff and will educate employees about benefits.
Oversee the administration of the Museums’ insurance plans, including health, life and disability. S/he will also partner with Chief Operating Office to manage bid processes.
Manage the performance evaluation process, including identifying a new performance software system.
Conduct a comprehensive training plan that includes harassment and bias-related training for all staff, and s/he will coach management and supervisory staff on performance issues and other matters.
Maintaining all personnel files and related records in accordance with applicable labor laws
EDUCATION, TRAINING, AND SKILLS
A minimum 3 years of experience in a Human Resources Manager role, with a museum or non-profit background highly preferred.
Experience processing payroll for contract, full- and part-time employees.
Experience in administering a variety of health and employee benefit plans.
Bachelor’s degree in Human Resources or related field required.
Master’s Degree in Human Resources Management preferred.
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential, preferred
Enthusiastic about the museum’s mission and in serving our diverse audiences
Some knowledge about First American cultures
Patient and flexible with a focus on positive visitor experience
Positive team attitude
This position reports to the Chief Operating Officer or other personnel as directed by the Executive Director/CEO.
The Manager is to adhere to the policies and ethics of FAM at all times. He or she wears the museum lobby attire per policy and asks for assistance on any matters or answers to any questions not covered by this job description.
Looks for ways to improve and promote quality. Demonstrates accuracy and thoroughness.
Treats people with respect. Keeps commitments. Inspires the trust of others. Works with integrity and ethically. Upholds organizational values.
Displays willingness to make decisions. Exhibits sound and accurate judgment. Supports and explains reasoning for decisions. Includes appropriate people in decision-making process. Makes timely decisions.
Prioritizes and plans work activities. Uses time efficiently. Plans for additional resources. Sets goals and objectives. Organizes or schedules other people and their tasks. Develops realistic action plans.
Dexterity enough to use a keyboard and telephone; occasional lifting, carrying, pushing, and pulling up to 50 pounds; may be subject to extended periods of walking, standing, sitting, reaching, balancing, bending, kneeling, handling, feeling, climbing, and twisting; and vision, speech, and hearing sufficient to perform the essential tasks. The work environment characteristics are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The human resources manager provides direction, development, implementation, maintenance and monitoring of the following areas:
· Employee relations
· Payroll administration
· Employee Health, Benefits and Total Compensation
· Learning Management Software
· Talent Management
· Local, state, and federal compliance and reporting
o Maintains and provides guidance, advice and counsel regarding policy and procedures to supervisors, managers and members of the Leadership Team.
o Attends and participates in the Director’s Team meetings.
o Recommends company policies that reinforce diversity in the workplace, addresses all kinds of harassment and protects minority groups
o Manages staff training and development initiatives (wellness, employee recognition and performance incentive programs)
· HRIS/ Payroll Administration
o Develops and maintains comprehensive compensation program to provide motivation, incentives and rewards for effective performance. Oversees annual reviews and recommends updates based on market trends and organizational performance.
o Oversees the maintenance of records and systems management (HRIS) including OSHA/DOT regulations compliance.
o Oversees the accurate processing of bi-weekly payroll (via HRIS), tax and garnishment reporting.
· Employee Health and Welfare Benefits
o Provides oversight and hands-on administration of employee benefits (health, life, dental, disability, retirement programs, paid time off and FMLA), and wellness initiatives.
o Serve as Retirement Plan Administrator.
o Advises on design and implementation of the Total Compensation and Benefits Program.
· Local, state and federal compliance and reporting
o Ensures legal compliance with federal and state employment laws and OSHA/DOT regulations.
o Manages internal and external HR committees.
o Responsible for workforce planning and annual HR budget.
· Employee Relations
o Coaches and conducts conflict resolution and litigation avoidance, minimizes risk to organization in employee disputes.
· Life Cycle
o Advises and manages on the full employee life cycle process, including attraction, recruitment, onboarding, development, retention and separation.
· Talent Management
o Cultivates and implements strategies to attract, motivate and retain diverse and talented employees as part of an inclusive, engaged and productive workforce.
o Executes talent management initiatives in the areas of on-boarding, orientation, performance review planning and completion, training and staff development.
o The HR manager may perform other duties as assigned to attain organizational goals and objectives.
The Regional Food Bank’s core values help guide the day-to-day work of employees:
· Vitality – The force that drives us forward with energy and enthusiasm (communication, development, teamwork).
· Innovation – The spirit that drives us to pursue and initiate creative solutions (customer service, strategic thinking).
· Stewardship – The commitment that drives us to care for the mission and resources (accountability, productivity, safety support).
Education and Work Experience:
· Bachelor’s degree in Human Resources, Business Administration or related field. PHR/SPHR preferred.
· Three to five years of progressively responsible experience in human resources, of which half must be in management.
Knowledge, Skills and Abilities:
· Strong skills in interpersonal communication, writing and organization.
· Ability to handle confidential information with great sensitivity.
· Good reasoning abilities. Sound judgment.
· Ability to work well under pressure, meeting multiple and sometimes conflicting deadlines.
· Advanced computer skills (MS Word, MS Excel, accounting software and human resources software – Paycom preferred).
· Extensive knowledge of HR and personnel management practices, laws, government regulations and policies.
· Extensive knowledge of health and wellness plans, including Section 125 cafeteria plans (flexible spending
accounts) and 401(k) retirement plans, including maintenance, recordkeeping and reporting requirements.
Additional Job Requirements:
· Clearance of background investigation and drug screen.
· Must be able to pass physical examination.
· Must have a valid driver’s license and ability to operate fleet vehicles according to applicable state and federal transportation laws.
Strong skills in interpersonal communication,
Active Listening – Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate and not interrupting at inappropriate times.
Reading Comprehension – Understanding written sentences and paragraphs in work-related documents.
Speaking – Talking to others to convey information effectively.
Oral Comprehension – The ability to listen to and understand information and ideas presented through spoken words and sentences.
Writing – Communicating effectively in writing as appropriate for the needs of the audience.
Time Management – Managing one’s own time effectively.
Critical Thinking – Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
Personal Characteristics and Professional Requirements:
· Integrity, enthusiasm, perspective, flexibility and a strong work ethic
· A desire to be a part of an innovative, entrepreneurial organization with the ability to prioritize, move quickly and maintain strong follow-through in a dynamic environment
· Superior writing and oral communication skills and the ability to understand and translate information for
Intended audiences with clarity, crispness, and elegance
· A deep appreciation for, and an ability to articulate, the mission of the Regional Food Bank of Oklahoma
· The intellectual depth, maturity, wisdom and collaborative skills to garner the trust and confidence of
Donors, volunteer leaders, staff and other constituents
· Excellent interpersonal skills with a demonstrated ability to work well with people at all levels and a strong commitment to teamwork.
· This position may be exposed to extreme temperatures in a warehouse setting.
· There may be extended periods of sitting, standing and/or bending; listening, talking and/or visual concentration; writing and/or computer use.
· This position would normally have routine opportunities to alter physical position or change eye focus.
· Lifting should not normally exceed 30 pounds.
· This position works in a typical office setting with an option to work flexibly from a remote location when needed.
*Duties and responsibilities may be added or changed at any time at the discretion of your supervisor, formally or informally, either verbally or in writing.
Energy Transfer, recognized by Forbes as one of America’s best large employers, is dedicated to responsibly and safely delivering America’s energy. We are driven to inspire our employees to create superior value for our customers, our investors, a sustainable future and giving back to the community where we have long-standing commitments to causes including MD Anderson Children’s Cancer Hospital, The Salvation Army, American Heart Association, Ronald McDonald House and many more.
We value all of our employees who make our growth and success possible. We are proud to offer industry leading compensation, comprehensive benefits, 401(k) match with additional profit sharing, PTO and abundant career opportunities.
Come join our award winning 11,000 strong organization as we fuel the world and each other!
The Senior Manager of Human Resources supports Energy Transfer’s general management on employee relations matters. Support includes employee relations matters as well as administration of personnel changes and a strong working knowledge of employment practices and policies within the company to address employee/manager inquiries.
Essential Duties & Responsibilities:
Energy Transfer is an equal opportunity employer and does not discriminate against qualified applicants on the basis of actual or perceived race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, pregnancy, veteran status, genetic information, citizenship status, or any other basis prohibited by law
At Johnson Controls, we’ve been making buildings smarter since 1885, and our capabilities, depth of innovation experience, and global reach have been growing ever since. Today, we offer the world’s largest portfolio of building products, technologies, software, and services; we put that portfolio to work to transform the environments where people live, work, learn and play.
What you will do
The Manufacturing Plant HR Partner is responsible for the delivery and execution of HR services to employees and managers. Specifically, this position will support a large union manufacturing plant in Norman, Oklahoma. S/He performs a variety of employment related functions for the ultimate purpose of enhancing employee engagement, productivity, and ensuring employee compliance with company policies.
How you will do it
Work autonomously in ambiguous situations and adapt quickly to change, as well as guide varying levels of the organization through change.
Partner with plant leadership to assess current talent and develop long term talent strategies that establish required competencies and skill levels and that ultimately improve the performance of the organization.
Identify workforce and hiring plans necessary to drive recruiting staff to develop strategy for recruiting top caliber employees, in partnership with Talent Acquisition.
Identify, lead, and participate in organizational change / continuous improvement/ process improvement initiatives from design through implementation.
Develop and implement processes to facilitate organization changes and support with appropriate change management processes.
Leverage the full capabilities of the HR organization, e.g., centers of expertise (COE’s), shared service centers, business HR, and compliance.
Provide work direction and coaching to HR Generalists and others within the organization.
Consult on a variety of complex employee relations issues such as corrective actions, policy violations, and performance issues.
Leverage reputation as a neutral and approachable HR professional to identify the best solution based on the situation.
Is sought after by the broader HR Solutions and Services team, HR Business partner team, and COE’s to discuss current or future needs.
Present HR programs to customer groups and employees.
Respect differences and promote inclusion on an organizational level.
What we look for
Bachelor’s degree in Human Resources or related field or equivalent work experience required, Master’s degree or MBA is preferred.
Minimum 8 years of HR Generalist related experience, with at least 5 years of employee relations experience.
Ability to manage through conflict while maintaining strong relationships with stakeholders.
Experience delivering sensitive and difficult communications to employees and leadership.
Working knowledge of relevant labor laws, legal rulings, and regulations.
Ability to flex style when faced with numerous and competing priorities Strong employee relations skills and business management coaching.
Demonstrated continuous improvement mindset and familiarity with continuous improvement practices.
Exceptional organizational, interpersonal, and oral/written communication skills are essential.
SPHR, PHR, SCP, or CP is preferred
Less than 15% travel may be required.
Where legally permissible, if hired, candidate is required to be fully vaccinated against Covid-19 no later than his/her start date, unless candidate has a valid medical condition or sincerely held religious belief precluding he/she from receiving the vaccine.
The Benefits Specialist is responsible for the administration of all benefits and retirement programs, including medical, dental, vision, life insurance, short- and long-term disability, and 401(k) plan.
Education, Licenses, Certifications and Experience:
JOB DESCRIPTION: Human Resources Intern
Position Classification: Non-Exempt
Alliant HR Outsourcing is in our tenth year in business serving over 300 Oklahoma based businesses with 1-50 employees, whom they care about. Alliant exists to eliminate business owner’s frustrations with their people processes so they can protect and grow their business. We do this by selling and serving our clients in four areas: Payroll, Time & Attendance, Benefits Coordination, and Human Resources. We are currently a team of eight that is growing and looking for high impact people who will exemplify the following core values;
Continuous Learners – We are focused on learning and getting better every day. We take control of our education, and we are always doing something to add to our expertise.
Dedicated Nerds – We have an uncompromising attention to detail and we geek out on Payroll and HR.
Team First Approach – We constantly try to help each other win. We put others needs ahead of our own and we get charged up when we get to brainstorm and solve problems with our teammates.
Relentless Optimists – We keep a positive attitude even in the midst of challenges. We have the mindset that there is always a good solution, we just need to find it. We view client problems as an opportunity to shine and show our value.
Extreme Owners – When things go wrong, we look inside ourselves first. We do not point fingers at our co-workers or our clients. We solve the problem first, then we ask what we could have done differently? Or what can we do to prevent this from happening again?
The Human Resource Intern provides general office support as well as dedicated administrative support to the Human Resources and Benefit Coordination functions, including but not limited to: general office supply maintenance, reporting, record-keeping, file maintenance, HRIS entry, and new hire onboarding.
Required Skills and Abilities
Education and Experience
This position does not have supervisory responsibilities.
This is an office-based position.
This position may include occasional local travel to run business-related errands and visit with clients onsite at their business location.
Performs other duties as assigned.
Alliant HR Outsourcing is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, protected veteran status, genetic information, or any other characteristic protected by applicable law.
The HR Generalist is responsible for providing general HR recommendations to business leaders, employees and the HR Business Partners in supporting the overall strategy of their assigned client groups.
– Provide recommendations to leaders and employees on simple human resources-related matters, ensuring alignment with corporate policies, goals, and objectives
– Work closely under direction of HR leadership in the implementation of corporate policies related to human resources, organizational and employee development at the client group level
– Analyze prepared turnover data for trends related to items such as engagement to provide and present recommendations to the HR Business Partner and/or client groups
– Audit personnel action forms for completeness, accuracy and alignment to Paycoms organizational and compensation structures
– Support the employee offboarding experience, conduct exit interviews and take the necessary steps to elevate any policy violations or compliance concerns to HR leadership
– Lead low complexity investigations with oversight from an HR Business Partner
– Assist HR Business Partners with moderate to complex investigations
– Participate in the maintenance and creation of job descriptions and overall compensation strategy for the assigned client groups
– Act as project lead on HR initiatives and/or point of escalation for unresolved issues requiring alignment to resolution
– Drive completion of HR initiatives by assigned client groups, such as development reviews and compliance training
– May play a role in administering talent management and succession planning activity within client groups
– Perform other duties as assigned
– Bachelors degree in Human Resources, Business or related field
– Minimum 3 years experience in Human Resources
– HR Certification (SHRM or HRCI)
– Experience working in a dynamic, rapidly evolving organization strongly preferred
– Experience utilizing the Paycom system as an HR user
– Ability to manage and prioritize multiple projects.
– Ability to build and maintain relationships
– Self-motivated with a strong sense of personal accountability
– Strong analytical skills and the ability to draw conclusions from data
– Strong interpersonal, oral and written communication skills
– Experience with Microsoft Office, including PowerPoint, Excel, and Outlook
– Strong presentation, organization, multitasking, and time management skills
– Highly motivated and results-oriented
– Self-directed with the ability to work in a structured and fast-paced environment
Paycom is an equal opportunity employer and prohibits discrimination and harassment of any kind. Paycom makes employment decisions on the basis of business needs, job requirements, individual qualifications and merit. Paycom wants to have the best available people in every job. Therefore, Paycom does not permit its employees to harass, discriminate or retaliate against other employees or applicants because of race, color, religion, sex, sexual orientation, gender identity, pregnancy, national origin, military and veteran status, age, physical or mental disability, genetic characteristic, reproductive health decisions, family or parental status or any other consideration made unlawful by applicable laws. Equal employment opportunity will be extended to all persons in all aspects of the employer-employee relationship. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation benefits, and separation of employment. The Human Resources Department has overall responsibility for this policy and maintains reporting and monitoring procedures. Any questions or concerns should be referred to the Human Resources Department. ****To learn more about Paycom’s affirmative action policy, equal employment opportunity, or to request an accommodation – Click on the link to find more information: paycom.com/careers/eeoc