EDITOR’S COLUMN: WHAT KIND OF HR DO YOU HAVE?

I recently received a solicitation for an HR opening.

Here�s part of what it said:
Title: HR Manager Compensation: $70k-$90k + Corp Benefits

The HR Manager serves as a strategic business partner to the Management team and is responsible for recommending, designing, planning, coordinating and implementing a full range of human resources services in the areas of recruiting and selection, employee relations and communications, compensation administration, performance management, employee development and training, benefit administration, HR administration, execution of company policies, and employment law compliance.

Principal Duties and Responsibilities:

1. Assists managers in identifying organizational needs and developing strategies and programs to address these needs. Implements human resource process improvements relating to all phases of the human resource activities that support the goals of the company.
2. Manages employee relations issues by assisting managers and supervisors with the interpretation and fair application of company policies and procedures.
3. Facilitates and participates in employee corrective action meetings to effectively resolve concerns/issues.
4. Partners with the management team to gain a detailed understanding of organizational goals and needs to develop staffing practices and procedures to meet the business needs.
5. Develops and maintains a network of contacts to help identify and source qualified candidates including job boards, colleges and universities, minority recruiting sources, temporary agencies, newspapers, and professional organizations.
6. Manages the full lifecycle of recruitment, including sourcing candidates, interviewing, reference checking background checks, negotiating with applicants, and closing the hire
7. Performs new hire orientation, processes new hire paperwork, drug testing and reference checks. Maintains applicant and employee records, reports, and logs to conform to EEO regulations, including all applicant flow, promotional, terminations and new hire logs. Maintains OSHA reports and records.
8. Participates in maintenance of the compensation program, including the job evaluation process, writing job descriptions as necessary; and managing the administration of the performance evaluation program. Maintains and recommend changes to the employee handbook and procedures manual.
9. Conducts training on policies and procedures.
10. Manages the company�s relationship with health-care service providers, and other appropriate vendors.
11. Performs benefits administration, including change reporting (personnel requisitions, work comp claims, terminations, and new hires). Processes required documents through payroll and insurance providers to ensure accurate record keeping and proper deductions.
12. Assists managers in preparation of performance management material and annual reviews. Does Stromberg/HRIS training with each manager (access, restricted accessibility).
13. Assesses employee turnover data and makes specific recommendations regarding employee retention programs and strategies.
14. Develops and administers employee development plans and training programs to meet the needs of the workforce and managers. Holds career discussions and assists managers and supervisors to identify outside training resources necessary for employee development.
15. Tracks HR department metrics. Evaluates reports, decisions, and results of department in relation to established goals. Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.
16. Stays current on recent federal, state, and case law changes and monitors labor law updates and newsletters for changes that affect HR.
17. Complies with and actively supports company policies and procedures such as equal employment opportunity, affirmative action, safety, ISO 9000, and ethical business practices.
18. Performs related daily administrative duties as required.
19. Carries out other related duties as assigned by the Vice President or General Manager.

This is what strategic HR can be � and should be � even if it�s only a part-time job! If you�re an HR That Works member, the tools on the Web site will support your HR person in performing these duties and responsibilities. The result will be a healthier bottom-line.