Human Resource Manager Job in Houston 77008, Texas Us
Human Resource Manager
The Branch Human Resources Manager originates and leads Human Resources practices and objectives for the branch that will result in an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity, standards adherence, goal attainment, and the recruitment and ongoing development of a superior workforce.
The ideal candidate for this opportunity should be able to bring documented success in operating within a fast-paced office environment. We are seeking an experienced and proven self starter that drives by results.
The Branch Human Resources Manager coordinates implementation of services, policies, and programs through Human Resources field staff. He/she will report to the Branch Manager, and assists/advises company supervisors/managers regarding human resources issues.
The Branch Human Resources Manager must represent Whelan's 10 Core Values of Truth-Telling, Promise-Keeping, Respect, Loyalty, Empowerment, Discipline, Leadership, Flexibility, Quality Assurance, and Results while guiding and managing the overall provision of Human Resources services, policies, and programs for the branch.
The selected Human Resources Director must be able to perform effectively in each of these areas:
- Guides and manages the overall provision of Human Resources services, policies, and programs for the branch.
- Manages talent management strategy including workforce planning, recruiting; hiring, training, development/performance planning, management/ improvement; and succession planning.
- Organization development, change management initiatives, and environment improvement for employees.
- Oversees employment law compliance and compliance to regulatory concerns.
- Demonstrated proficiency in policy development, documentation, and implementation.
- Oversees employee safety, welfare, wellness and health programs.
- Analysis of the effectiveness of all human resources efforts.
- The major areas of influenced will be:
- Recruiting and staffing;
- Performance management and improvement systems;
- Organization development;
- Employment and compliance to regulatory concerns;
- Employee orientation, development, and training;
- Human resources related policy development and documentation;
- Employee relations;
- Compensation and benefits administration;
- Employee safety, welfare, wellness and health;
- Employee services and counseling.
- Employment
Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce. - Interviews hourly-level candidates; serves as interviewer for all position finalists.
- Employee Relations
Formulates and recommends Human Resources policies and objectives for the branch with regard to employee relations. - 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.
- Conducts investigations when employee complaints or concerns are brought forth.
- Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.
- Reviews, guides, and approves management recommendations for employment terminations.
- Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data.
- Reviews employee appeals through the company complaint procedure.
Human Resources Information Systems HRIS
Manages the development and maintenance of the Human Resources sections of both the Internet, particularly recruiting, culture, and company information; and Intranet sites.
- Training and Development
Defines all Human Resources training programs, and assigns the authority/responsibility of Human Resources and managers within those programs. - Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
- Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.
- Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation/on-boarding, management development, production cross-training, the measurement of training impact, and training transfer.
- Assists managers with the selection and contracting of external training programs and consultants.
- Assists with the development of and monitors the spending of the branch training budget.
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