In agreement with our mission at Level 10 in creating authentic, engaging and long-term relationships, we would like to extend any candidate the opportunity to apply and engage in an a conversation around opportunities within our organization. If you are interested in speaking with us and applying for this department, please submit your application and resume. We will be in touch!

Purpose: The Human Resources department supports the organizational goals and objectives by managing its most valuable asset – its people. 

Scope: The Human Resources department is responsible for managing and supporting its employees throughout the employment lifecycle through a variety of functions. 

Our Human Resources department is made up of the following roles: Human Resources Manager, Human Resources Generalist, Training Coordinator

Responsibilities: 

Job Posting and Advertising: Develops job descriptions, posts vacancies, and advertises openings through various channels.

Candidate Screening: Screens resumes, conducts initial interviews, and coordinates selection processes with hiring managers.

Offer Negotiation and Onboarding: Extends job offers, negotiates terms of employment, and facilitates the onboarding process for new hires.

Conflict Resolution: Handles employee grievances, disputes, and conflicts, and facilitates resolutions in accordance with company policies and applicable laws.

Employee Counseling: Provides support and guidance to employees on various work-related issues, including performance concerns, career development, and personal challenges affecting work.

Salary Administration: Manages compensation structures, conducts salary surveys, and reviews and adjusts pay scales as needed.

Benefits Administration: Administers employee benefits programs such as health insurance, retirement plans, and other fringe benefits.

Payroll Processing: Oversees payroll functions, ensuring accurate and timely payment of wages and salaries to employees.

Training Needs Assessment: Identifies training needs and develops training programs to enhance employee skills and capabilities.

Career Development: Facilitates career development opportunities, including coaching, mentoring, and succession planning initiatives.

Performance Appraisal: Conducts regular performance evaluations and provides feedback to employees on their performance.

Performance Improvement Plans: Implements performance improvement plans (PIPs) and supports managers in addressing performance issues.

Policy Development: Develops and implements HR policies, procedures, and guidelines that align with legal requirements and organizational values.

Legal Compliance: Ensures compliance with labor laws, employment regulations, and workplace health and safety standards.

Employee Satisfaction Surveys: Conducts surveys to assess employee satisfaction and engagement levels and develops strategies to improve workplace morale.

Organizational Culture: Promotes a positive organizational culture that fosters teamwork, collaboration, and employee well-being.

Data Management: Manages employee data, records, and HR-related information using HRIS software.

Analytics and Reporting: Generates reports and analyzes HR metrics (e.g., turnover rates, recruitment metrics) to support data-driven decision-making and strategic planning.

Workplace Safety: Ensures a safe working environment by implementing safety programs, conducting risk assessments, and promoting safety awareness among employees.

Employee Wellness Programs: Develops and promotes wellness initiatives to support employee health, well-being, and work-life balance.