HR Manager – Operations Sample Job Description
Ensures the development of effective compensation and benefits programs as well as provides oversight to the effective utilization of the HRIS.
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Leads the development and implementation of all corporate benefit /compensation plans and programs, which will serve to attract, retain, motivate and support employees within our organization. This includes overseeing the analysis, design, and implementation of compensation programs in areas such as executive compensation, sales compensation, base salaries, variable pay plans, and benefits. Will oversee salary transactions to ensure equity, and provide analysis and recommendations for merit spending and salary structure adjustments annually; working with HR peers, industry and community to share best practices, develop networks and relationships and ensuring market competitiveness of compensation policy. Ensures effective communication of benefits and compensation programs. Manages the HR business operation, ensuring effective and efficient processes.
Job Results, Essential Functions & Measures of Success
Compensation System that Supports Business Goals
- Directs the following compensation programs including, but not limited to: job evaluation program(s); merit, promotional and other salary increase programs; short- and long-term incentive programs; stock option plans; executive compensation.
- Analyzes current programs; develops recommendations to improve/enhance programs; and implements approved programs.
- Manages the study, analysis, design, evaluation, communication, implementation and administration of compensation programs for top management.
- Manages the job evaluation program including the job evaluation process; developing and maintaining formal job grades and salary ranges. Assesses program effectiveness.
- Develops and recommends annual salary ranges, counsels management and individual employees concerning salary procedures.
- Supervises the participation in and conduct of both exempt and non-exempt salary surveys to ensure corporate compensation objectives are achieved.
- Monitors the effectiveness of compensation policies, guidelines and procedures. Makes recommendations for plan revisions as well as new plans which are cost effective and consistent with compensation trends and corporate objectives; coordinates implementation.
- Monitors competitive trends and identifies the organization’s position compared to other employers from which candidates would come.
Measures of Success
>80% of the organization's leaders state compensation policies and practices:
- Are flexible,
- Support strategic business needs,
- Are focused on rewarding employees based on performance,
- Support the retention of high performing employees.
- Accuracy of job evaluation program/salary ranges
- Management/employee opinion on understanding of how compensation system works.
- Salary surveys are processed in a timely manner.
Benefits that Support Competitive Position
- Directs and manages the following benefit programs including, but not limited to: group life, health, and disability programs; Defined Benefit and Defined Contribution pension plans and profit sharing programs.
- Selects, recommends, and negotiates with carriers to provide the broadest spectrum of employee benefits and the most reasonable cost to the company. Selects and coordinates use of outside consultants, brokers, trustees, legal counsel, etc. for issues pertaining to compensation and benefits management.
Measures of Success
Leadership's Opinion that Benefits Plan Design is:
Supervisor's Opinion on Benefits Plan Delivery:
- Fit for purpose
- Aligned strategically
- Effective to meet recruitment and retention needs
- User rating (1-5)
- Efficient (cost and process)
- Processes documented
- Vendor effectiveness
- Assures company compliance with provisions of Employee Retirement Income Security Act (ERISA).
- Supervises preparation of reports and applications required by law to be filed with federal and state agencies.
- Identifies legal requirements and government reporting regulations under OSHA, COBRA, ERISA, WARN, Wage/Hour, EEO/AAP, ADA, INS, Drug Testing, and other relevant statutes. Monitor exposure of the company. Prepares information requested or required for compliance.
- Coordinates and supports audits/reviews by cognizant government agencies of employee compensation, benefits and other employment practices.
- Ensures legal compliance with various governmental laws and regulations covering the areas of benefits, OSHA, EEOC, wage and hour, and workers' compensation, and oversees the annual development of the affirmative action program.
Measures of Success
- An auditing system exists that will ensure that all steps and procedures are done in accordance with legal and company policies. Any deviations found are defensible, or corrective actions are taken immediately.
- In compliance (y-n)
- Accuracy of reporting (%)
- Timeliness of reporting (on-time)
- Critical violations (#)
HRIS Administered to Optimize Efficiency & Effectivness
- Ensures integrity of HR database and conducts system audits when needed.
- Develops and provides data retrieval and report writing expertise to produce employee, applicant and/or recruitment information for analysis, decision making, statistical data, EEO/AAP reporting, etc.
- Provides training to HR end users.
- Evaluates, recommends, plans, tests and implements upgrades to existing HR systems or new systems.
- Serves as liaison with IT staff and external vendors to develop and/or implement applications and resolve programming or systems related problems.
- Maintains, develops and revises all manuals, tables, code lists and documentation for HR systems.
- Researches and recommends new programs and applications to enhance the HRIS systems and support employee retention objectives.
- Provides support to data requirements for benefits. This includes reporting to support 5500 filings, open enrollment reports and employee profiles/confirmations, and system benefit plan tables.
- Identifies and implements HRIS enhancements or other software applications that would improve the flow of data or the functioning of major HR work processes.
Measures of Success
- Reporting environment is established and maintained that is user friendly, and efficient.
- HRIS end-users are able to demonstrate competent utilization of routine system features.
- Systems problems impacting utilization are resolved on a timely basis.
- Database is up-to-date and accurate
Effective, Efficient Processes
- Eliminates unnecessary work and all non-value-added activities to enable the HR department to focus on work that drives organizational change initiatives.
- Establishes measures and sets targets to improve process effectiveness, efficiency, and adaptability.
- Drives documentation of processes, including the development of flowcharts, guidelines, or other types of documentation.
- Ensures that the overall goals of the process are met and that the improvements made within the process do not negatively affect other processes or other parts of the organization (suboptimization).
Measures of Success
- Minimum of 2 process improvement initiatives per year that result in >15% increase in productivity, effectiveness.
- Process documentation exists, is effective, and up-to-date
- Zero instances of sub-optimization
- Metrics exist, are the right ones, and demonstrate improvement
- Utilizes quality improvement tools to analyze transactional HR processes, drive staff to identify improvement opportunities, and lead change efforts.
Identifies the true problem vs. the presenting problem; as well as the ability to recommend the appropriate intervention to address its resolution. Understands the business metrics used to measure the business. Uses data to identify people trends, patterns, issues and opportunities that impact the business. Gathers and analyzes data to identify root causes of issues and trends.
Ensures that the customer is being served through facilitation and consultation (in other words, teaching them to use HR systems/processes vs. always doing it for them.) Demonstrates concern for meeting internal customers’ needs in a manner that provides satisfaction and excellent results.
Develops innovative solutions to address organizational needs while ensuring organizational processes are not compromised. Creates and drives competitive, strategically aligned compensation and benefits programs.
Minimum Education & Experience:
Bachelor’s degree in human resources, business, or industrial relations. Master’s preferred. Preference for Certified Compensation Professional (CCP) designation or in progress and/or Certified Employee Benefits Specialist (CEBS) designation or in progress; plus eight years’ experience in human resources, five years’ experience in design, implementation and administration of benefits and compensation programs focusing on executive compensation, program design, sales compensation and benefits programs. (Preferably within the biotech and/or pharmaceutical industries).
• Demonstrates systems thinking skills, with a strong background in data gathering, analysis and intervention.
• Demonstrates through effective communications techniques, the ability to interact with all levels of the organization with credibility and integrity.
• Demonstrates change facilitation and implementation skills – the ability to conceive, design, and implement programs in spite of resistance.
• The position requires a creative individual, who while working within the framework of our corporate philosophy, can direct, manage and monitor successful benefit and compensation packages.
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