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About the Role

The HR Manager plays a pivotal role in creating and maintaining a positive and productive work environment. They are responsible for developing, implementing, and overseeing initiatives that enhance team member engagement, job satisfaction, and retention. Utilizing expertise in HR strategies, communication, and organizational psychology, the HR Manager fosters a workplace culture that supports team member growth, well-being, and commitment.

Responsibilities

Act as the primary leader for employee relations issues, provide advice and guidance to managers and team members on HR policies and procedures, and manage team member disciplinary procedures.
Develop comprehensive investigation plans applying knowledge of employment and discrimination laws, whistle-blowing laws, rules of evidence, discoverability, and other laws pertaining to investigation plans, investigations, reports, and recommendations.
Manage and resolve highly sensitive and complex investigations. Advise and provide proactive recommendations to HR leaders and business leaders on employee relations issues.
Supervise HR Business Partner and HR Engagement Partner, coaching and managing team member performance.
Assist HR Business Partners in conducting effective, thorough, and objective investigations. Ensure HR Business Partner investigation summaries are well done and ready for leadership review. Lead investigations on highly sensitive and complex situations.
Produce comprehensive and clear investigation reports summarizing allegations, investigative work performed, key findings and conclusions, ensuring that conclusions are evidence based. Produce other fact-finding reports, position statements and other formal documents as needed.
Recommend next steps required to successfully resolve any identified issues including disciplinary action (as appropriate) in support of investigation findings. Align with key stakeholders to gain appropriate consensus and support. Provide briefings to senior leaders on investigative matters as required.
Provide support and guidance to HR Business Partners, management, and other team members when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
Oversee team member disciplinary meetings, terminations, and investigations.
Research and explain laws and legal affairs concerning employment to managers, supervisors, and team members.
Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
Work closely with management and employees to improve work relationships, build morale, and increase productivity, accountability, and retention.
Provide HR policy guidance and interpretation.
Advise and train managers and supervisors in best employee relations practices and strategies for managing supervisor problems and team member complaints. Develop further training as needed. Lead new manager training.
Act as internal consultant to leaders, managers, and employees providing coaching and advice on a range of organizational and change issues.
Partner with HR team to deliver customized programs and services to the business in the areas of engagement, performance management, employee relations, and staffing.
Oversee the development, implementation, and management of strategies to enhance team member engagement, job satisfaction, and retention.
Oversee the creation, implementation and measures the success of Person Centered Services team member engagement programs, initiatives, and strategies to support and optimize the ongoing engagement and retention goals of the organization.
Provide leadership and coaching to leaders to enhance their knowledge, application, and capability with team member engagement.
Review, create, design and utilize sophisticated survey platform based on needs, including but not limited to Annual Engagement Survey, Team Member Pulse Surveys and Exit Survey Data.
Provide HR leadership in the design and implement effective retention programs and initiatives to reduce turnover and increase team member tenure.
Collaborate with organizational leaders to identify training needs and opportunities for skill enhancement.
Oversee the Team Member Impact Group (TMIG) co-leading committee meetings, strategies and initiatives.
Conduct regular assessments and surveys to gauge team member satisfaction, identify concerns, and gather feedback for improvement.
Assist Director, Human Resources in various HR functions, including strategic planning, policy development, and implementation coordinating HR projects, preparing reports, and conducting research to support decision-making processes.
Commit to a respectful, just, and supportive environment for individuals and team members aligning with the company’s commitment to diversity, equity, inclusion and belonging.
As a leader, set and promote a culture focused on diversity, equity, inclusion and belonging in all business practices. This includes actively seeking, hiring, and developing talented candidates and appropriately and fairly addressing issues related to diversity, equity, and inclusion in all interactions with team members.
Other duties as necessary or assigned.

Requirements

At least five years of HR experience at a management or senior level with emphasis on employee relations required.
Experience in conducting or overseeing investigations as a primary job responsibility.
Strong understanding of best practices related to conducting investigations.

Skills

Excellent verbal and written communication skills.
Excellent interpersonal, negotiation, and conflict resolution skills.
Excellent organizational skills and attention to detail.
Strong analytical and problem-solving skills.
Ability to prioritize tasks and to delegate them when appropriate.
Ability to act with integrity, professionalism, and confidentiality.
Thorough knowledge of employment-related laws and regulations.
Strong conflict management skills.
Sound business acumen and the ability to establish credibility, trust, and partnership at all levels of the organization.
Ability to effectively manage multiple, competing, and high priority projects with varying deadlines.

Location

West Seneca, NY

Work Type

Full-time
Onsite

Experience Level

Management
Senior Level

Education Level

Bachelor's degree preferred, preferably in human resource management or related field.

Benefits

20 Days of paid time off (PTO) in your first year! Increasing to 25 Days in your second year!
13 Paid Holidays
Comprehensive health insurance plans (Medical, Dental & Vision)
401(k) with company match (50% of the first 6% up to a maximum of 3%)
Company paid basic life insurance
Company paid long-term disability
Lifestyle Spending Account with a benefit of up to $500 for wellness eligible expenses
Employee Discount and Wellness Programs - Currently providing 3 paid hours per week for exercise, volunteering or personal wellness!
Professional development opportunities including mentorship program options and ongoing coaching
New Employee Orientation (NEO)

About the Company

Person Centered Services has a commitment to equal employment opportunity for all staff and applicants for employment.

Equal Opportunity

Employment decisions including, but not limited to, those such as staff selection, performance evaluation, administration of benefits, working conditions, staff programs, transfers, position changes, training, disciplinary action, compensation, and separations are made without regard to race, color, religion (including religious dress and grooming), creed, national origin, nationality, citizenship status, domestic partnership status, ancestry, gender, affectional or sexual orientation, gender identity or expression, marital status, civil union status, family status, age, mental or physical disability (including AIDS or HIV-related status), atypical hereditary cellular or blood trait of an individual, genetic information or refusal to submit to a genetic test or make available the results of a genetic test, military status, veteran status, or any other characteristic protected by applicable federal, state, or local laws.