VP of Human Resources
Responsible for the formulation of human resource policies and programs affecting the total corporate entity. The major areas include benefits, compensation, employee relations, employment, employee labor relations, organizational development and planning, health and safety, and training. Will direct and coordinate company-wide efforts of human resources staff. Provides counsel and guidelines to senior management for all human resources issues.
Human Resources Director/Manager
Provides assistance to all operating divisions/groups for maintaining a viable workforce through developing, implementing, and coordinating recruitment, compensation, benefits, employee relations, government compliance, etc., to ensure the effective and economical use of the company’s human resources. May supervise a human resource support staff and has general or specialist human resources experience.
Compensation & Benefits Manager
Responsible for the company’s overall employee compensation and benefits program. Will oversee and/or participate in the design, implementation, and administration of various diversified compensation and benefits programs. Ensures programs are cost-effective, well communicated, and in accord with both short- and long-term corporate objectives. Regularly makes recommendations to senior management regarding policy and program changes to maintain a competitive position in the marketplace. Will normally have specialists working for him/her who administer various compensation and benefits programs.
Will manage the development, implementation, communication, and administration of the company’s employee benefits programs. Participates in establishing company objectives pertinent to benefits programs by monitoring trends, evaluating competitiveness, and analyzing costs. Responsible for the effective communications of benefits plans, policies, and programs across the company to ensure positive employee reaction and understanding. Works with various insurance carriers and financial services to ensure proper administration and control of plans.
Plans, organizes, implements, and administers an effective compensation program that includes salary planning and control, preparation and evaluation of position descriptions, development and maintenance of a performance-appraisal system, and recommendations to management ofspecific actions to ensure fair, equitable, and competitive employee compensation in compliance with government regulations. May be required to design and implement various incentive-reward and deferred-compensation programs.
Director of Management & Organizational Development
Develops and implements policies, programs, processes, and strategies for change that enable managers to plan, evaluate and develop their human and organizational resources to optimize the company’s performance. The scope of this position’s activities normally includes professional and management development, psychological and selection services, and applied behavioral research. Will work to improve unit managers’ use of management resources by developing strategies and tools to assist them. Forecasts organizational and functional requirements. Provides analysis of staff, function, and group capabilities.
Responsible for development and implementation of various training programs and manuals as needed within the company. Will assist in identifying training needs and developing or acquiring resources needed for training programs. Develops methods for measuring training effectiveness and has the skills necessary to fully apply audio-visual techniques to training.
Responsible for designing, implementing, and monitoring all procedures and policies for workplace health and safety. Ensures compliance with government regulations, and provides direction, guidance, and resolution of workers’ compensation issues.
The Human Resources Information Systems (HRIS) Manager will oversee the administration of HR information through effective systems design, development, implementation, and maintenance. Will evaluate and select (or recommend) appropriate software and hardware to handle company’s HRIS. Directs the input, processing, and maintenance of all employee records. Depending on company employment size will either direct staff in maintaining the system or will serve as the HRIS Administrator using other corporate resources.
Responsible for the company’s recruitment and placement functions. Develops and maintains recruitment procedures and policies and will oversee all recruiting, interviewing, selecting, and hiring efforts. Responsible for recruitment advertising, employment agency use, and compliance with EEO guidelines and goals. May direct staff of recruiters and/or personally recruit for both exempt and non-exempt positions. Responsible for new-employee orientation as well as the exit-interview process.
Establishes and implements company’s recruitment procedures. Will initiate placement contracts, coordinate advertising, conduct interviewing, and coordinate the selection and placement of applicants for employment. May also handle new-employee orientation and provide assistance to relocation process.
Human Resources Coordinator/Administrator
Responsible for coordinating the human resources activities of a smaller company or for administrating specific projects or activities of a larger company’s established human resources department. Usually reports directly to the Human Resources Director or, in a smaller company, to an Officer. Requires 3 to 5 years’ experience in a human resources function with some advanced education preferred.
Human Resources Assistant
Responsible for a wide variety of assigned activities which may include: employment interviewing for hourly and clerical jobs, wage and salary record keeping, assistance in benefits administration and maintenance of employee records, and the preparation of various government reports.
Is responsible for administering employee benefits programs such as Medical Plans, Disability Income Plans, Life Insurance Plans, Retirement Plans, and Savings Plans. Will provide guidance and assistance to employees and management relative to the company’s benefits program policies, practices, and procedures. Maintains the records and files necessary to providing control of the various programs.
Is responsible for administering and developing employee compensation programs with the exception of executive-compensation programs. Advises supervisors and employees on various aspects of maintaining these programs. Maintains records and prepares documents necessary for implementation of programs.