Human Resources Manager

Posted: 01/11/2024

 

The Human Resources Manager partners closely with our Cottondale, Alabama and additional ALIGN business units in other areas of the country to shape the organization’s culture, manage HR operations, and support our employee’s professional growth and well-being. The HR Manager will collaborate closely with site and corporate leadership to drive HR strategies aligned with business objectives.

The HR Manager will lead with integrity and authenticity and exercise humility and respect in all interactions with team members of all levels and positions across the business.

Responsibilities

  1. HR Strategy and Planning
    • Partner with BU senior leadership to anticipate and address HR needs, ensuring a proactive approach to workforce planning.
  2. Talent Acquisition and Retention
    • Work closely with Talent Acquisition Manager, ensuring focus on critical roles and consistent hiring and onboarding practices as well as forecasting turnover.
    • Implement strategies to retain and develop employees, including career development plans and performance management.
  3. Employee Relations
    • Serve as a trusted advisor to employees and managers, providing guidance and solutions to HR-related issues.
    • Promote a positive and inclusive work culture through effective communication and conflict resolution.
  4. Compliance and Policy Management
    • Ensure compliance with federal, state, and local employment laws and regulations.
    • Develop and maintain HR policies and procedures to foster a fair and respectful workplace.
  5. Training and Development
    • Implement training programs that enhance employees’ skills and contribute to their career growth.
    • Identify and nurture leadership talent within the organization.
    • Identify opportunities for workforce development, develop training and work with local community for talent outreach.
  6. Benefits and Compensation
    • Manage employee benefits programs and compensation structures, ensuring competitiveness in the market.
    • Conduct regular local labor market analysis to stay updated on industry standards.
  7. HR Analytics and Reporting
    • Utilize HR data and metrics to make informed decision and track effectiveness of HR and business initiatives.
    • Prepare and present reports to leadership on HR and employment trends.
  8. Leadership
    • Mentor, coach and develop business team, fostering a culture of collaboration, excellence and continuous improvement.

Qualifications

  • Proven experience (5+ years) in HR roles; leadership experience preferred
  • Multi-site Human Resources experience is preferred
  • Bachelor’s degree in Human Resources, Business Administration, or a related field preferred
  • SHRM-SCP or SPHR certification is a plus
  • In-depth knowledge of HR best practices, employment laws, and regulations
  • Strong leadership, interpersonal and communication skills
  • Exceptional problem-solving and decision-making abilities
  • Proficiency in HRIS (UKG experience is preferred) and Microsoft Office Suite (specifically SharePoint, Excel, Word and PowerPoint)
  • Ability to orchestrate a multitude of critical deliverables and adapt to changing priorities in a fast-paced environment
  • Clear, honest, and articulate communicator

 

 

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)