The largest national community-based organization supporting people with intellectual and developmental disabilities is seeking to hire a Full-time Human Resources Manager to join its team at its Northern Chesapeake Region location. The HR Manager interprets Human Resources and agency policies and procedures; advises leadership and employees of their rights and obligations in personnel matters; conducts investigations related to Human Resources and disciplinary matters involving employees; responds to EEOC compliances; provides guidance regarding discipline, grievances, leave, FMLA, and ADA; coordinates and facilitates the grievance procedure; administers the agency’s various leave options; coordinates the unemployment claims process.

Responsibilities:

Quality Support

• Provides guidance to leadership and employees on proper policies and procedures as it pertains to the support of the individuals served.

Quality Team Members

• Acts as the Human Resources first point of contact for all employees’ questions and concerns.
• Conducts investigations of employees for disciplinary matters, writes reports regarding investigations and makes discipline recommendation in consultation with the Director of Human Resources.
• Reviews and approves all disciplinary corrective action documents.
• Partners with the Quality Assurance department with investigations as it pertains to employees involving the supported individuals.
• Acts as the mediator for all internal employee mediations.
• Assists, discusses with, and advises the Director of Human Resources on general employee issues.
• Advises leadership on the proper procedure in handling personnel matters.
• Coordinates and facilitates grievance procedures.
• Interprets handbooks, policies and procedures, and employment laws for employees and leadership.
• Maintains close relationship with leadership and employees.
• Executes the 90 days new employee Check-ins and exit interviews for all resigning employees.
• Reviews and provides guidance for the corrective action and coaching processes.
• Acts as a back-up for orientation training for the Director of Human Resources.
• Analyzes and responds to all FMLA requests and inquiries, and request for accommodation under ADA.
• Participates in the selection of new employees and participates in job fairs, as necessary.
• Assists and provides feedback to the Training and Development Coordinator on training and on boarding strategies.
• Assists in the connection of employees to the leadership of the organization.

Financial Excellence

• Reviews and approves all requests for extended leave for all employees to determine compliance with laws, policies, and regulations.
• Coordinates all unemployment claims and works directly with the unemployment management vendor to ensure timely submission of separation information.
• Processes all terminations and ensures all terminations are coded correctly in the system.
• Is the first point of contact for all external requests for employment information.
• In partnership with the Benefits and Compliance Coordinator, ensures all employment files are managed and handled properly through the life cycle of an employee.
• Acts in the capacity of a back-up to the Benefits and Compliance Coordinator in the processing of Workman’s Compensation claims.
• Stays current on all federal, state, and local laws and with partnership with the Director of Human Resources, ensure all policies are in compliance.
• Tracks all employee automobile insurance, and in partnership with the MVA, works with the leadership and employees to ensure compliance to the drivers’ requirements of the agency.

Requirements:

• Communication: Employee fosters open communication; provides timely information to other teams;  listens actively and values other’s input; tailors messages to the appropriate audiences; presents self in a cheerful, positive manner at all times; communicates professionally in both verbal and written forms; professionally communicates conflicting points of view.
• Builds Collaborative Relationships: Employee works cooperatively with others; treats others with dignity and respect; focuses on solving conflict proactively and positively; provides assistance to others when needed; recognizes agency’s culture and incorporates the mission and core values into daily activities; understands that they are part of ONE team to accomplish ONE mission.
• Results Oriented: Employee is an executor; produces consistent and quality work with a sense of urgency; meets all agreed upon deadlines and assigned goals; takes the time to effectively plan and prioritize work activities; does what it takes to get the job done.
• Self-Accountable: Employee assesses own strengths and weaknesses; takes action for his or her own performance; admits and learns from mistakes; is resilient; solicits, is open to, and uses performance feedback; pursues training and development opportunities to continuously build knowledge and skills.
• Flexibility: Employee proactively remains flexible in the event of an unpredictable circumstance and adapts to change in the work environment; changes individual approach or method to best fit the situation; recognizes and responds to frequent changes, maintains a positive “can do” attitude during change; builds commitment and overcomes resistance by sharing the why’s; is proactive; has the ability to identify needed change and does it before being asked or before the situation requires it; willing to take independent action to change the direction of events.
• Organizational Participation: Employee participates and enlists participation of others; volunteers readily; seeks increased responsibilities and takes on challenging assignments; shows an interest in what others have to say; values differences among team members; takes the time to get to know coworkers, builds rapport and establishes a common bond with coworkers.
• Analytical Problem Solving: Employee has the ability to solve both complex and uncomplicated problems; make decisions based on available information; displays original thinking and creativity; uses sound judgment about what ideas will work and moves those ideas forward; strives to improve productivity and efficiency; meets with resourcefulness; generates suggestions; continuously improve processes and service; anticipates roadblocks and course corrects.

Education, Training and Experience:

• Bachelor’s degree in human resources or other business-related field required.
• SHRM-CP or PHR preferred.
• Three (3) years of experience coordinating FMLA and other extended leave programs.
• Three (3) years of experience in modifying or drafting Human Resources policies and procedures.

Physical Demands:

• While performing the duties of this position, the employee will be expected to operate successfully certain office equipment but not limited to desktop PC, laptop computer, printers, scanners, and copiers. An employee in this position must be able to lift up to 25 pounds, demonstrate approved physical intervention techniques (BPS training methods) and demonstrate CPR.
• An employee in this position will be required to maintain records related to the position. He or she will be required to have sufficient mobility to supervise staff, attend meetings inside and outside the office; he or she will be required to have sufficient fine motor skills to use a keyboard and telephone, handle, manipulate and retrieve documents pertinent to the position. This employee is required to hear (with or without hearing devices), speak (with or without associated devices), and see (with or without corrective lenses).

Other Requirements:

• Access to reliable transportation
• Active valid driver’s license and driving record that has no more than two (2) points.
• Maintenance of all required trainings under DDA guidelines and The Arc Northern Chesapeake Region policies and procedures
• Flexibility of scheduling to meet agency and program needs.

Pay:  DOE; 60-75K

Schedule: Full-time

Benefits: Comprehensive benefits package.

Zip code: 21001 

Job ID: #66274HRM