Human Resources Manager

Position Type: Management Team
Apply By: October 31, 2018
Posted: October 3, 2018 - 2:31 pm EDT
Organization Type: Co-op Retail
Organization: GreenStar Cooperative Market
Organization Location: Ithaca, New York
Organization Website: GreenStar Cooperative Market
Contact Name: Diane Hamilton
Contact Email: [email protected]
Contact Phone: 703-868-2539

Human Resources Manager Job Description

Purpose:  To provide strategic leadership in all aspects of the Human Resource Management function by effectively working in partnership with the General Manager and other key members of GreenStar Co-op’s leadership team, and to develop, create and implement a comprehensive HR strategy that supports achievement of organizational goals. This position will be responsible for all aspects of HR administration including oversight of HR staff to build an engaged HR department with a high level of organizational trust and value that enhances GreenStar Co-op’s competitive advantage and amplifies its cooperative identity.

Commitment: “GreenStar Co-op is committed to being an inclusive organization free from discrimination. We seek out and welcome people from diverse communities to participate in a community-owned cooperative business structure”

Status:  Reports to General Manager, Full-time, Salary commensurate to experience

Supervises: HR Assistant Managers, HR Support Staff      

Responsibilities:

  1. CUSTOMER SERVICE
    1. Be familiar with co-op policies and products and take initiative to help internal and external customers with questions.
    2. Provide prompt, friendly and courteous service while working with staff and customers and responding to phone calls.
    3. Respond to staff and customer suggestions, comments and complaints or refer to appropriate management.
    4. Mediate conflicts and assist with processing grievances.
  1. PERSONNEL POLICIES
    1. Support strategic planning by developing, updating and overseeing the implementation of equitable, legal and cost-effective policies, procedures and programs in order to meet organizational goals.
    2. Set standards for managers on coaching, discipline, termination, and policy interpretation, ensuring consistency and appropriate documentation exist to adhere to regulatory compliance.
    3. Ensure policy and manager compliance with all employment laws.
    4. Investigate and resolve any complaints of harassment, discrimination, or other illegal or unethical behavior, referring to legal counsel as needed. 
  1. HIRING
    1. Develop procedures to recruit, screen and hire diverse and qualified candidates that strengthen GreenStar Co-op’s workplace culture.
    2. Recruit qualified applicants using traditional and innovative sources as needed.
    3. Screen applicants and check references as requested by managers.
    4. Ensure managers have a pool of qualified applicants in a timely manner.
    5. Make recommendations to management on plans to meet future labor needs.
    6. Train managers and ensure they adhere to hiring standards. 
  1. STAFF DEVELOPMENT
    1. Direct, coordinate, and implement a comprehensive orientation, training and development program for employees and support management on developing and implementing departmental new-hire and ongoing training programs, procedures and materials.
    2. Counsel employees on development opportunities within the Co-op and research and recommend outside training and development opportunities.
    3. Provide mentoring and support to managers focusing on areas such as interviewing and hiring, job training and employee development, performance evaluation process, harassment, FMLA, ADA, effective management techniques and supervisory skills.
    4. Oversee design and implementation of customer service and natural products training for staff.
    5. Drive cultural change initiatives by implementing processes and systems that encourage participatory leadership (diversity, inclusion, work-life programs, recognition systems, etc.).
    6. With Management Team, design management succession plans and development plans for prospective managers and other staff.
    7. Create and conduct internal trainings as needed. 
  1. EVALUATIONS
    1. Develop, update and monitor the implementation of an effective performance evaluation program.
    2. Train managers on the consistent and equitable implementation of performance evaluation program.
    3. Track timing of performance reviews and pay reviews for staff, and ensure managers complete and return the necessary paperwork on time.
    4. Develop and oversee staff appreciation programs, adhering to the budget. 
  1. RECORD-KEEPING/BENEFITS ADMINISTRATION
    1. Ensure the maintenance and confidentiality of personnel files for staff.
    2. Ensure the maintenance of benefits, workers compensation, unemployment and other required records.
    3. Ensure reports and paperwork are completed and submitted in a timely manner for all federal and state employment compliance requirements, including workers’ compensation, OSHA, and unemployment claims.
    4. Develop and maintain accurate and updated job positions descriptions and specifications.
    5. Develop a total compensation strategy that is financially sound and enables GreenStar Co-op to attract and retain talented employees, and update annually.
    6. Explain benefits to staff, assist with enrollment and filing claims.
    7. Maintain HR metrics data and create various HR reports, such as turnover, injuries and time to hire. 
  1. LEADERSHIP
    1. Serve as a member of the senior management team for the store, providing support to the GM and other management team members in order to meet the organization’s goals.
    2. Commit to and adhere to all leadership standards for conduct, communication and professionalism.
    3. Seek solutions that maintain the business’s best interests.
    4. Model behaviors that support the values of GreenStar Co-op, through supportive and participatory leadership qualities, promoting cooperative team building and motivating staff to achieve goals.
    5. Provide effective leadership for the management team that fosters excellent communication, setting and monitoring of team goals and strong planning processes. 
  1. GENERAL MANAGEMENT
    1. Participate in development of operating and capital budgets for store.
    2. Establish an Accident Prevention Program and ensure that all department personnel learn and use safe practices and addresses safety and security concerns promptly.
    3. Compile or contribute to reports as requested by GM.
    4. Represent the Co-op in special interest groups and other community groups (NCG, NCBA, SHRM, etc.).
    5. Review financial reports of personnel expenses compared to budget and take corrective action as needed.
    6. Attend Management Team meetings and storewide meetings.
    7. Perform other tasks assigned by General Manager.
  1. PERSONNEL MANAGEMENT
    1. Hire, train, coach, evaluate and discipline qualified applicants following established policy.
    2. Ensure the staffing levels are within budget and appropriate to meet the goals of the department and the co-op.
    3. Ensure staff are aware of all changes in store policies and procedures affecting their jobs, as well as general co-op operations.
    4. Organize department meetings.
  1. QUALIFICATIONS

-        Professional training in Human Resources

-        At least 5 years of relevant experience

-        Knowledge of state and federal employment laws

-        Ability to maintain confidentiality

-        Supervisory experience

-        Demonstrated superior oral and written communication

-        Demonstrated ability to work with diverse populations

-        Experience maintaining HRIS and payroll programs

-        Ability to design and implement systems

-        Ability to handle multiple demands

-        Demonstrated objectivity, neutrality, calmness under pressure

-        Ability to model all leadership and conduct standards

-        Experience creating, producing and implementing workplace policies, practices and procedures.

-        Ability to provide transportation between sites.

-        Computer literacy, including proficiency in Excel, Word, PowerPoint, HRIS software, email and Internet.

-        Organizational skills, ability to consistently follow through on commitments.

-        Attention to detail, accuracy.

-        Regular, predictable attendance

-        Willingness and ability to learn and grow to meet the changing requirements of the job.

IMPORTANT DISCLAIMER NOTICE:

The job duties, elements, responsibilities, skills, functions, experience, educational factors and the requirements and conditions listed in this job description are representative only and not exhaustive of the tasks that an employee may be required to perform.  The employer reserves the right to revise this job description at any time and require employees to perform other tasks as circumstances or conditions of its business, competitive considerations or the work environment change.

I have received this job description and I understand that it is my responsibility to read and comply with the expectations contained within and any revisions made to this description.

  

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