HR Manager

HR Manager

Job Summary

Reporting directly to the Sr. Director of HR Administration, this position manages the implementation of the

organization's benefits and risk management programs and adherence to the Jim N Nicks compliance programs as well

as other key components of the Human Resources Department. The position requires a high amount of attention to

detail, procedural “savvy” and the ability to handle multiple tasks with compassion and professionalism. The position

is heavily focused on the efficient handling of HR and administrative processes, (FMLA, COBRA, ADA,) especially around key

processes of benefits and 401k administration, compliance, employee relations, HRIS processes, workflows,

management, and reporting. It requires exceptional attention to detail, along with high-level customer service and

the ability to manage requests from operations, Station 5, and team members regularly. He/she will focus on the reduction

of preventable team member and customer accidents through defined loss prevention programs, regulatory

compliance, insurance coverage oversight, and identifying opportunities to lower Jim ‘N Nick’s BAR-B-Q risk-related

costs. This role will Focus on maintaining a positive relationship with Operations and fellow HR team members and

contribute to Jim ‘N Nick’s BAR-B-Q business objectives and Strategic goals.

Key Performance Elements/Essential Functions

Essential job functions include, but are not limited to the following:

Benefits Management

• Understands and promotes Jim ‘N Nick’s BAR-B-Q culture, stays abreast of people and competitive issues/events, and uses industry knowledge to benefit the organization.
• Responsible for managing and administration of employee benefits in all company operations
• Completes Industry surveys and/or community to determine the company's competitive position in employee benefits
• Implements approved, new, or modified plans and employee benefit policies, and supervises the administration of existing plans.
• Administers employee benefits programs such as retirement plans; major medical plans; term life insurance plans; FMLA
• Manages the companies LOA, ADA, STD, and LTD process, and tracking
• Develops census data and works with the Director of HR for quotations
• Installs approved new plans and changes by preparing announcement material, booklets, and other media for communicating new plans to employees
• Conducts employee meetings and arranges for enrollment of employees in optional plans
• Revises and reissues all communications material on benefits as needed
• Advises and counsels management and employees on existing benefits
• Instructs insurance carriers, trustees, and other administrative agencies outside the company to effect changes in the benefit program
• Ensures prompt and accurate compliance with all benefit reporting requirements
• Reviews and analyzes changes to state and federal laws pertaining to benefits and reports necessary or suggested changes to management.
• Seeks and welcomes the opportunity to learn new techniques and tasks.
• Builds support and commitment among others around company initiatives.
• Perform other related duties, tasks, and responsibilities as required from time to time.

Risk Management

• Initiating, coordinating, and managing all investigative and evaluation activities associated with professional and general liability occurrences and claim pre-litigation files.
• Formulates recommendations to drive the implementation of best practices and process improvement in loss reduction for all areas of the Company.
• Evaluating and enhancing existing risk management programs.
• Direction of occurrence review and claim file management.
• Set and reinforce investigation and response standards.
• Assure compliance with information reporting requirements.
• Recommend corrective action to operations and reinforce compliance with worker's compensation reporting procedures and law.
• Provide education on risk management topics to operations.
• Escalate claims issues for further investigation and to authorize financial settlement of claims.

Compliance

• Completes intake and investigations for team member investigations and complaints escalated and received by the HR department and First Response
• Partners with operations to conduct investigations and escalates to the Director of HR as needed for assistance and visibility
• Documents resolution for team member relations issues for the HR department and organizes and audits issues internally
• Manages driver and internal background checks and adverse action process
• Manages I-9 and E-Verify processes and compliance
• Completes requests for unemployment and benefits audits as well as manages The Work Number, verification of employment, wage statements, and other legal requests for information and WOTC compliance
• Manages the vacation programs, balances, and requests, and provides support for PTO-related inquiries and tenure-related benefit programs
• Assists with scheduling drug and substance use screenings
• Manages minor audits and compliance
• Assists with creating and managing workflow, reporting, auditing, and data management in the HRIS and within the current HR processes

Personal Management

• Models personal excellence and consistency in day-to-day behaviors and accomplishments.
• Identifies and analyzes problems and develops workable solutions.
• Demonstrates a sincere commitment to working collaboratively with all constituent groups.
• The courage and decisiveness to prioritize with a track record of success.
• Technologically savvy to drive innovation and efficiencies.
• Increases effectiveness through proper use of delegation and work assignments.
• Communicates effectively verbally and in writing.
• Shows initiative and a sense of urgency in accomplishing tasks and projects.
• Performs multiple tasks effectively and efficiently.
• Works efficiently to meet commitments in a timely manner.
• Remains composed when something unexpected occurs.
• Follows direction in all delegated tasks and projects.

Qualifications

Education / Training / Work Experience

• Bachelor’s degree in Human Resources Management, Finance, Business Management, or related field a plus.
• Five (5) years of broad-based experience in human resources/compensation/benefits/risk management.
• PHR/SPHR or SHRM-CP/SHRM-SCP certification.
• Ability to plan and execute multiple projects in a fast-paced environment.
• Advanced principles, practices, and standards of benefit/risk/compliance administration.
• Ability to maintain a high degree of confidentiality.
• Ability to work in a changing and diverse environment.

Knowledge / Skills / Abilities

• Attention to Detail (Observant)
• Delegating
• Perceptive
• Analytical Thinking (Strategic Thinking, Thinking Systematically, Problem Solving)
• Leadership (Visioning, Commitment, Decisive, Persuading, Influencing)
• Negotiating
• Teamwork
• Change Management
• Communication Skills (Listening, Speaking, Writing, Inquiring)
• Project Management
• Process Management
• Customer Focused
• Creative Thinking

Physical Requirements

• Some lifting and the movement of heavy loads require a 50-pound lifting requirement.
• Responsible for utilizing office equipment. The effective operation of the equipment requires the use of all limbs, fingers, and the ability to see.
• Spends approximately 50% of his/her time standing and walking swiftly, therefore, he/she must have the ability to bend, stoop, kneel, and move freely using all limbs and seeing at close/long distances.
• Attend meetings, conferences, workshops, etc. as well as visit Jim ‘N Nick’s BAR-B-Q locations, vendors, etc.; therefore, he/she must be able to travel autonomously, possibly to other geographical locations, in inclement weather, with little to no prior notification given.
• Must be able to work under a high degree of stress on a physical, mental, and emotional level; this includes performing work in a fast-paced manner and making timely decisions

Disclaimer

This position description is not intended, and should not be construed to be an exhaustive list of all responsibilities, skills, efforts, or working conditions associated with the job. It is intended, however, to be an accurate reflection of those principal job elements essential for making decisions related to job performance, team member development, and compensation. As such, the incumbent may perform other duties and responsibilities as required.