HR Employment Manager

Title:HR Employment Manager

Division:Making Waves Academy Schools (MWAS Central Office)

Location: Making Waves Academy Richmond

Reports to: Director of Human Resources

Status: Full-Time, Exempt (Year-Round)

Position Summary

The Human Resources (HR) Employment Manager, under the supervision of the Director of Human Resources, is responsible for managing the employment life cycle from job offer to offboarding. Primary responsibilities include offers of employment, onboarding and orientation, performance evaluation monitoring, and employee relations. The Employment Manager plays a critical role in supporting the successful operations of the HR department through the execution of established HR practices, policies, and effective relationship building with employees and key stakeholders. Most importantly, this person is passionate about organizational effectiveness, equity, and the continuous cultivation of a positive employee experience.

Primary Responsibilities

Employee Relations/Engagement and Risk Management

●        Develop effective partnerships with employees, supervisors and ensure a positive work environment – create a robust employee network.

●        Respond to employee complaints and related procedures and practices for management of employee relations and mitigating risks, escalating to the Director of Human Resources, Executive Team, legal counsel, and HR consultant as needed. Use strong coaching and conflict resolution skills to ensure all employee disciplinary processes are managed objectively with confidentiality, equity, and fairness. This includes investigations and terminations.

Talent Operations and Employee Experience Management

●        Execute preliminary onboarding processes for identified candidates, taking the lead in areas such as collaboration with the Talent Team, compensation confirmation, ready for offer/negotiation collaboration with hiring managers, offer letter creation/delivery via DocuSign, confirmation of position acceptance, before the hand-off of pre-hire due diligence to the HR Generalist, who will be responsible for the onboarding and off-boarding administrative tasks.

●        Execute preliminary offboarding processing, including but not limited to, payroll coordination, conducting exit interviews, and termination letters, before the hand-off to the HR Generalist, who will be responsible for Department of Justice notification, HRIS deactivation, and personnel file compliance.

●        Manage the qualitative data analysis of turnover, employee relations, and other metrics on an annual basis.

●        Partner with the Director of Human Resources to administer the job description process/updates every two years for staff and faculty positions. This includes conducting market studies, internal studies, and benchmarks for salary implications and possible pay inequities based on the current market, comparable schools, and MWA-related positions.

●        Partner with the HR team to plan and facilitate new hire orientation and quarterly welcome events.

Performance Evaluation, Training, and Resource Development

●        Execute and monitor the ongoing performance evaluation program beginning with the standard induction process, 30-Day, 60-Day, 90-Day, mid-year evaluations, annual evaluations, and Performance Improvement Plans (PIPs) as needed.

●        Conduct regular pulse surveys of new-hire and departing employee satisfaction. Provide more in-depth data and feedback to supervisors for development consideration.

●        Conduct regular research to make recommendations that will inform the implementation of training(s), systems, and guidance on performance development best practices that are fit for the K-12 school setting that allows for supervisory accountability for deliverables (i.e. timekeeping, regular performance evaluation, check-ins, etc.), This will include identifying current employees that may require additional training and support for development.

Additional Responsibilities and Expectations

Other

●        Identify HRIS Kronos (UKG) best practices to support the streamlining of processes.

●        Provide back-up to support to Benefits/Compliance Manager and Human Resources Generalist as needed.

●        Perform additional duties as assigned.

Mission Alignment

●       Demonstrate knowledge of, and support, Making Waves Academy’s mission, core values, standards, competencies, and code of conduct outlined in the Employee Handbook.

Work Environment

This job operates in a professional office environment remotely.

Physical Demands

While performing the duties of this job, the employee may be required to lift files, open filing cabinets and bend or stand on a stool as necessary, and sit for long periods of time.

Travel

Some travel is required for MWA related events, such as workshops or conferences.

Qualifications

Experience

●        Minimum 5-7 years of Human Resources experience required, preferably in a school setting

●        Minimum 2-3 years managing employee relations

●        Experience with employee onboarding and employment lifecycle management

●        Experience with employment and workplace safety laws and compliance requirements

●        Human Resources Information Systems and Learning Management navigation experience

●        Track record of establishing effective working relationships

Skills

●        Excellent written and verbal communication skills, with an emphasis on customer service

●        Strong systems thinker

●        Strong understanding of organizational development, training, performance management, and change management theories, methods, and practices

●        Ability to generate innovative solutions/systems

●        Ability to maintain strict confidentiality with employee information

●        Strong analytical skills; successfully use data to extract insights and inform decision-making

●        Highly organized, goal-oriented, and focused on outcomes

●        Ability to work collaboratively and independently

●        Ability to work effectively in fast-paced environments with limited supervision

●        Highly experienced with the navigation of technology platforms and human resources information systems (e.g. Google Suite, Kronos, SLACK, and Constant Contact)

●        Highly effective and professional communication skills with staff, students, and families

●        Ability to adapt and align on school-related initiatives

●        Ability to communicate with and build relationships with students and their families in the culturally and linguistically diverse MWA community

●        Ability to uphold and reinforce school policies and procedures when addressing students and families

Education

●        Bachelor’s Degree in related field or equivalent experience

Equal Employment Opportunity Is Our Policy

The School is an equal opportunity employer. It is the policy of the School to afford equal employment and advancement opportunities to all qualified individuals without regard to their perceived or identified: race (including traits historically associated with race, such as hair texture and hairstyle, including but not limited to braids, locks, and twists); color; gender, (including gender identity, gender expression, and transgender identity, whether or not the employee is transitioning or has transitioned); sex (including pregnancy, childbirth, breastfeeding, and medical conditions related to such); religious creed (including religious dress and grooming practices); marital/registered domestic partner status; age (forty (40) and over); national origin or ancestry (including native language spoken and possession of a driver’s license issued to persons unable to prove their presence in the U.S. is authorized by federal law); physical or mental disability (including HIV and AIDS); medical condition (including cancer and genetic characteristics); taking of a leave of absence pursuant to the Family Medical Leave Act (“FMLA”), Pregnancy Disability Leave (“PDL”) law, Americans with Disabilities Act (“ADA”), California Family Rights Act (“CFRA”), the Fair Employment and Housing Act (“FEHA”), or laws related to domestic violence, sexual assault, and stalking laws; genetic information; sexual orientation; military and veteran status; or any other consideration made unlawful by federal, state, or local laws.

This policy extends to all job applicants and employees and to all aspects of the employment relationship, including the hiring of new employees and the training, transfer, promotion, discipline, termination, compensation and benefits of existing employees. For a full copy of our non-discrimination policy, visit: https://bit.ly/mwapublicnotices