Summary/objective 

The Human Resource Manager will run the daily functions of the Human Resource (HR) department including interviewing and on-boarding staff, assisting with management of compensation/benefits/leave, and enforcing company policies and practices.

Essential functions

Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.

? Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.

? Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications. Provide facilitation of HR related trainings to staff as needed.

? Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings.

? Conducts or acquires applicant references, background checks and employee eligibility verifications.

? Assists with the development, coordination and implementation of employee recognition programs, on-boarding programs, job description development, etc.

? Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.

? Attends and participates in employee disciplinary meetings, terminations, and investigations.

? Provide support to employees in various HR-related topics such as leaves and compensation and resolve any HR issues that may arise. 

? Promote HR programs to create an efficient and conflict-free workplace. 

? Organize quarterly and annual employee performance reviews. 

? Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.

? Assist in the communication, interpretation, and upkeep of employee handbook, employee directory, and organizational chart.

? Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

Performs other duties as assigned. 

Required Skills/Abilities:

? Maintain US Citizenship. 

? Maintain Security Clearance. 

? Excellent verbal and written communication skills.

? Excellent interpersonal, negotiation, and conflict resolution skills.

? Excellent organizational skills and attention to detail.

? Excellent time management skills with a proven ability to meet deadlines.

? Strong analytical and problem-solving skills.

? Ability to prioritize tasks and to delegate them when appropriate.

? Ability to act with integrity, professionalism, and confidentiality.

? Desire to work as a team with a results driven approach. 

? Thorough knowledge of employment-related law, regulations and best practices.

? Proficient with Microsoft Office Suite or related software.

? Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems.

Education/Training/Experience:

? Bachelors degree in Human Resources, Business Administration, or related field required.

? Five plus years of experience in human resources positions. 

? SHRM-CP a plus.

? Experience in Paylocity preferred.

Travel demands

? Occasional multi-state overnight travel.

Physical demands

? Prolonged periods of sitting at a desk and working on a computer.

? Must be able to lift 15 pounds at times.

Key Performance Outcomes

? Maintains a positive attitude towards employees to support company morale. 

? Facilitate mandatory EEOC compliance training to all managers annually to support federal contractor status. 

? Achieve 100% employee participation in online annual performance review by the set deadline to support optimum organization performance. 

Affirmative Action/EEO statement 

It is the policy of Vadum to provide for and promote equal employment opportunity in employment compensation and other terms and conditions of employment without discrimination based on age, race, creed, color, national origin, gender, sexual orientation, disability, marital status, Vietnam Era Veteran status, genetic predisposition, or carrier status. 

Vadum is committed to assuring equal employment opportunity and equal access to services, programs and activities for individuals with disabilities. It is the policy of Vadum to provide reasonable accommodation to a qualified individual with a disability to enable such individual to perform the essential functions of the position for which he/she is applying or in which he/she is employed. Further, it is the policy of Vadum to provide reasonable accommodation for religious observers. 

The policy applies to all employment practices and actions. It includes, but is not limited to, recruitment, job application process, examination and testing, hiring, training, disciplinary actions, rate of pay or other compensation, advancement, classification, transfer, reassignment and promotions.

Other duties

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.