Top Human Resources Manager Skills

Below we've compiled a list of the most important skills for a Human Resources Manager. We ranked the top skills based on the percentage of Human Resources Manager resumes they appeared on. For example, 10.5% of Human Resources Manager resumes contained Income Tax Returns as a skill. Let's find out what skills a Human Resources Manager actually needs in order to be successful in the workplace.

The six most common skills found on Human Resources Manager resumes in 2020. Read below to see the full list.

1. Income Tax Returns

high Demand
Here's how Income Tax Returns is used in Human Resources Manager jobs:
  • Created monthly income tax returns for sales tax reporting regarding auto rental operations in Florida Office Administrative duties.
  • Corresponded often with company's CPA to exchange information necessary to complete income tax returns.
  • Oversee tax service provider prepare accurate US and worldwide income tax returns for assignees.
  • Liaised with tax division of public accounting firm to complete federal and state income tax returns.
  • Prepare Federal and State income tax returns for individual and small business clientele.
  • Assisted Corporate Controller in preparation of income tax returns.

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2. Disciplinary Procedures

high Demand
Here's how Disciplinary Procedures is used in Human Resources Manager jobs:
  • Developed and implanted the employee handbook covering issues including disciplinary procedures, FMLA policy, and attendance policy and benefit information.
  • Perform probationary and annual employee reviews; collaborate with management team to resolve any employee issues or institute any disciplinary procedures.
  • Developed a comprehensive human resources policies and procedures manual covering issues that included disciplinary procedures, hiring practices and benefits information.
  • Serve as a link between management and employees for conflict resolution, administering disciplinary procedures, informing/updating/enforcing company policies and procedures.
  • Partnered with senior management regarding performance management, job descriptions, compensation, and recruitment and ensured consistency in disciplinary procedures.
  • Developed policies on issues such as working conditions, performance management, equal opportunities, disciplinary procedures and absence management.
  • Developed company's first-ever standardized disciplinary procedures that insulated company from legal risk and ensured consistent and fair discipline processes.
  • Revised corporate handbook to include recent updates to company's policies including disciplinary procedures, FMLA policy and benefits revisions.
  • Coordinated management training in topics including interviewing, hiring, terminations, performance reviews, safety and employee disciplinary procedures.
  • Perform difficult staffing duties, including refereeing disputes, firing employees, administering disciplinary procedures and helping resolve work-related problems.
  • Acted as internal consultant to management for FMLA, Workers Compensation, Unemployment proceedings, disciplinary procedures and performance evaluations.
  • Addressed grievances, handled employee relations issues, documented and facilitated disciplinary procedures to assure compliance with Collective Bargaining Agreement.
  • Managed disciplinary procedures and tracking system that insulated company from legal risk and ensured consistent and fair discipline processes.
  • Ensured that all management staff handled disciplinary procedures in accordance with California State Law and Company policy and procedure.
  • Managed and composed documentation covering issues including disciplinary procedures, code of conduct, FMLA policy and benefits information.
  • Ensured management coaching on policy administration, development & investigation procedures that ensure fair treatment & positive disciplinary procedures.
  • Revised employee handbook to ensure regulatory compliance, establish disciplinary procedures, implement best practices, and eliminate inconsistencies.
  • Promoted and supported a team atmosphere within organization; resolved employee conflict and implemented disciplinary procedures when necessary.
  • Performed staffing duties that includes rectifying prolonged vacancies, solving disputes, terminating employees and administering disciplinary procedures.
  • Manage all employee relations issues including employee investigations and resolving grievances with adequate disciplinary procedures, as needed.

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3. Personnel Files

high Demand
Here's how Personnel Files is used in Human Resources Manager jobs:
  • Provided administrative support, including filing confidential documents in employee personnel files and entry of data into HRIS
  • Conducted new hire orientations and responsible for maintaining personnel files and conducted surveys to evaluate employee satisfaction.
  • Updated and maintained employee personnel files, answering questions and providing necessary information to authorized parties.
  • Manage personnel files and update required documents as required by Federal Motor Carrier safety regulations.
  • Developed and maintained personnel files, benefits, and records for affirmative action reporting requirements.
  • Managed and reviewed all personnel files to ensure accuracy according to state documented requirements.
  • Maintained personnel files, Coordinated employee performance evaluations and Implementation of risk Management policies.
  • Maintained personnel files, in addition to coordinating annual performance evaluations and salary adjustments.
  • Maintain personnel files and confidentiality of personnel and organization information at all times.
  • Provide oversight for records management of personnel files and other Human Resources documentation.
  • Increased business efficiency by converting paper personnel files to electronic records.
  • Maintained and organized all confidential personnel files and human resources record-keeping.
  • Maintain personnel files including I-9, disciplinary information, evaluations.
  • Manage and maintain personnel files and financial records confidentially.
  • Documented and maintained personnel files, disciplinary corrective action.
  • Ensured confidentiality of all personnel files and information.
  • Compiled and maintained personnel files to ensure accuracy.
  • Safeguarded all personnel files and related documents.
  • Implemented and maintained legally compliant personnel files.
  • Maintain personnel files and track personnel/benefit data.

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4. Human Resources

high Demand
Here's how Human Resources is used in Human Resources Manager jobs:
  • Developed and maintained human resources policies and procedures * Ensured proper administration of employee reviews, compensation, and recognition/reward programs.
  • Utilize broad scope of industry knowledge and dynamic business acumen toward managing forward-thinking Human Resources operations for an educational institute.
  • Direct all daily human resources operations including providing direct oversight of the establishment and implementation of human resource policies.
  • Project assignment; compensation/call center: Supervised daily activities of Human Resources Call Center/records and payroll processing team.
  • Implemented and centralized the human resources function at a facility where department managers previously shared human resources responsibilities.
  • Developed and implemented a user-friendly critical procedure Human Resources Manual for use by supervisors and plant managers.
  • Supervised seven human resources technicians ensuring quality control for successful completion of all required administrative actions.
  • Developed Human Resources policies and procedures to support clear communication and consistency in administration of policies.
  • Performed a variety of procedural and substantive clerical responsibilities associated with all aspects of human resources.
  • Manage all Human Resources needs including recruiting, supervision of staff while maintaining professionalism and confidentiality.
  • Developed Human Resources solutions by collecting and analyzing information and recommending courses of action.
  • Maintain a functional management relationship with all directorates and field unit/project Human Resources personnel.
  • Provided extensive administrative support to the Human Resources Services/Projects Manager and the department.
  • Performed Human Resources duties identical to those listed above as Human Resources Manager
  • Created and developed the Human Resources function within A growing transportation organization.
  • Coordinated personnel record responsibilities with corporate benefits, payroll and human resources.
  • Coordinated meetings, developed meeting content and presented all human resources updates
  • Managed human resources and occupational health/safety functions for distribution and transportation.
  • Provided overall strategic leadership and management of Human Resources department.
  • Restructured Human Resources department by implementing company policies and procedures.

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5. Safety Program

high Demand
Here's how Safety Program is used in Human Resources Manager jobs:
  • Establish operational safety programs involving all levels of management reducing yearly accident rates and insuring compliance with all of OSHA regulations.
  • Lead the safety committee in activities related to emergency action plan, safety programs, accident investigations and corrective action implementation.
  • Administer workers' compensation program, manage safety program, investigate accidents and provide support ensuring safety procedure compliance.
  • Participate in safety program development and compliance including preparation of OSHA reports and all labor law posters and communication.
  • Implemented safety program, providing appropriate training, maintaining Workers Compensation system and approving safety equipment recommendations.
  • Oversee Safety Program, including training and post incident investigation and reporting and supervise DBC Safety Supervisor.
  • Modified Safety Program implementation strategies to support OSHA compliance and significantly increased audit scores in both facilities.
  • Selected by Senior Management to manage safety program; successfully planned, organized and executed safety training events
  • Improved Texas safety program resulting in reduced employee injuries/illnesses and a significant reduction in Workers Compensation cost.
  • Implemented Safety programs which encouraged employees to pay attention during safety meetings and ensure retention of information.
  • Maintain general safety program to include conducting periodic inspections and safety programs on a regular basis.
  • Reinvigorated safety program thorough additional audits and incorporating system resources for consistency in behavior and resolve.
  • Re-invigorated safety program, established a Safety Committee with specific goals linked to employee incentive program.
  • Oversee existing Safety Programs and continually evaluate to meet current internal and external requirements.
  • Researched and administered benefit programs, coordinated safety programs, and evaluated employees.
  • Instituted a safety program which included a daily stretching routine and ergonomic education.
  • Coordinate and administer of employee safety programs to involve safety committee communications.
  • Managed company Safety Program/meetings that improved the overall safety culture and awareness.
  • Revised and led safety programs; revised and administered company policies.
  • Worked with management to develop and implement a comprehensive safety program.

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6. Benefits Administration

high Demand
Here's how Benefits Administration is used in Human Resources Manager jobs:
  • Managed the day-to-day departmental operations including Workers Compensation Claims, tracking of vacation/sick leave, benefits administration, and employee relations.
  • Developed, recommended and implemented personnel policies and procedures, maintained handbook on policies and procedures and performed benefits administration.
  • Manage HRIS data administration and continuous improvements including employee processing, reporting, benefits administration, compliance maintenance and auditing.
  • Managed all aspects of benefits administration including open enrollments, brokerage decisions, annual planning strategy/analysis, and ongoing administration.
  • Recruited all new employees and performed benefits administration, wage/salary administration, employee relations, Workers Compensation/safety, training/development.
  • Elevated overall productivity and performance quality within payroll and benefits administration environments through successful team building and talent development.
  • Improved organizational alignment by overseeing performance management, employee relations, compensation, benefits administration, and staffing processes.
  • Perform benefits administration to include claims resolution, approving invoices for payment and communicating benefit information to employees.
  • Managed payroll, benefits administration, job description development and updating, salary administration, and hourly recruitment.
  • Perform benefits administration to include claims resolution, benefits renewals, open enrollment and conduct educational benefits meetings.
  • Supported the Division President of a large food service distributor in Human Resources matters including payroll and benefits administration
  • Manage ongoing benefits administration including new hire enrollments, family status changes, data audits and premium reconciliation.
  • Analyzed personnel data to identify issues related to turnover, pay equity, position classification and benefits administration.
  • Served as Human Resources Manager, Corporate EEOC Manager, Corporate Recruiter, and Assistant Manager Salary/Benefits Administration.
  • Supervised, coached, developed and trained a team responsible for benefits administration, recruiting and office administration.
  • Lead Business System Analyst for Pension and Benefits Administration outsourcing projects resulting in significantly reduced administrative costs.
  • Supervised and directed employees in labor relations, employment, benefits administration and other human resource activities.
  • Perform benefits administration to include claims resolution, change reporting, and communicating benefit information to employees.
  • Manage safety including a case management system and benefits administration to control worker's compensation costs.
  • Directed benefits administration, open enrollment and wellness programs resulting in significant increases in participation rates.

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7. Performance Management

high Demand
Here's how Performance Management is used in Human Resources Manager jobs:
  • Implemented performance management process to support productivity improvements
  • Raised employee morale by facilitating performance management training for managers which strengthened their abilities in implementing fair, consistent performance expectations.
  • Advised and partnered with management on performance management and related documentation, research and investigations, and conducted performance documentation meetings.
  • Ensured execution of performance management programs and procedures, including but not limited to performance appraisals and performance improvement plans.
  • Designed and delivered leadership development solutions to remote client groups in the areas of Performance Management and Effective Interviewing Techniques.
  • Guided management on disciplinary actions and performance management issues ensuring compliance with university policy, labor contracts and applicable law.
  • Designed and implemented a competitive compensation and performance management system that tied employee and management objectives to overall company goals.
  • Lead and managed all large scale projects including compensation cycles, performance management process, developmental programs and educational initiatives.
  • Created and launched new performance management program to include career progression scorecards resulting in a significant increase in engaged employees.
  • Facilitate Leadership Development training and Performance Management activities to enhance the effectiveness of our management team and drive engagement.
  • Assisted managers and supervisors to understand and administer success factors of performance management, in line with company guidelines.
  • Provided information and services concerning unions, contract interpretation and administration, performance management, discipline, and grievances.
  • Established customized performance management process that improved fairness and consistency in conjunction with ASU's pay for performance philosophy.
  • Track attendance and performance management for 140 employees, holding coaching sessions and administering disciplinary documentation as needed.
  • Received President's Leadership Award for effectiveness in supporting client group with performance management and overall employee development.
  • Led individual and group performance management coaching sessions, created and implemented reward structures and oversaw disciplinary action.
  • Developed job descriptions, performance management function, established salary ranges, guidelines and approved all salary adjustments.
  • Developed and mentored supervisors on performance management and engagement strategies to increase the overall success of the organization.
  • Skilled in acquiring exceptional talent with an aptitude for producing successful performance management through valuable training and coaching.
  • Delivered training programs on diversity, drug and alcohol awareness, harassment and respect and performance management.

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8. Workers Compensation

high Demand
Here's how Workers Compensation is used in Human Resources Manager jobs:
  • Managed workers compensation program including new/existing claims and proactive staff training sessions to educate staff on hazards and appropriate safety measures.
  • Represented organization at workers compensation, unemployment opportunity commission and other proceedings in coordination with corporate Human Resources and Legal department.
  • Monitored and approved workers compensation and disability leaves, oversaw payroll department, establishing and enforcing departmental goals and guidelines.
  • Deliver leadership training on various topics including corrective action, performance reviews, employee terminations, and workers compensation/safety.
  • Developed performance review program, compensation analysis, benefits/wellness programs drug testing, workers compensation, unemployment compensation.
  • Collaborated with business partners on implementing projects; acquisitions, recruiting software, disability and workers compensation.
  • Created a Workers Compensation audit process and addressed compliance issues to ensure company maintained self-insured status.
  • Manage workers compensation programs to include investigation, documentation and reports of claims to insurance company.
  • Obtain necessary business insurance for workers compensation, building, general liability and product liability.
  • Managed workers compensation functions including incident reports, claims filing, claims monitoring and litigation/redemption.
  • Managed workers compensation reporting and provide regular compliance review/analysis; attend unemployment insurance hearings.
  • Collaborated with third-party administrators to manage medical leave, workers compensation and unemployment claims.
  • Served as workers compensation administrator and educator, successfully reducing incidents by 26%.
  • Initiate, administer and monitor workers compensation and short and long-term disability actions.
  • Reduced Workers compensation premiums by 38% through strategic evaluation/selection of new provider.
  • Participated in Unemployment and Workers Compensation Claims handling including testifying at the hearings.
  • Renewed and maintained Company general liability, workers compensation and professional liability insurance.
  • Determined eligibility and followed up on associates applying for LOA and Workers Compensation.
  • Evaluated all injuries and work closely with participating entities handling Workers Compensation claims.
  • Administrated benefits and compensation concerns including benefits enrollment and workers compensation.

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9. Fmla

high Demand
Here's how Fmla is used in Human Resources Manager jobs:
  • Resolved challenging employee relations issues including sexual harassment claims, FMLA, manager inefficiencies and executed terminations.
  • Completed comprehensive employee manual including disciplinary procedures, code of conduct, FMLA policy and benefits information.
  • Trained managers and supervisors in regulatory issues including Sexual Harassment, FMLA, Diversity and Motivation.
  • Interpreted company policies and provided guidance to management on FMLA, performance management and terminations.
  • Review all FMLA applications for accuracy and eligibility prior to submission to Director for approval.
  • Enter information for E-Verify, New Hire, LPN/CNA certifications, complete separation notices, FMLA's, Workers Compensation paperwork.
  • Handled all wage garnishments, workers comp, unemployment claims, FMLA, PFL, COBRA, and new hire orientations.
  • Maintain employee records related to compensation, Family Medical Leave Act (FMLA), attendance, and other benefits data.
  • Managed OSHA, Workers' Compensation, Unemployment, FMLA, COBRA, Short Term Disability and related program regulatory compliance.
  • Updated out-of-date handbook to include: attendance, inclement weather, expense reporting, FMLA, and workers' compensation policies.
  • Developed and managed leave administration of ADAAA, FMLA, Workers Comp, USERRA, leave tracking and reasonable accommodation tools.
  • Conducted management training on harassment, drug-free workplace, reasonable suspicion, FMLA, consistent treatment, and positive associate relations.
  • Completed a training program on Affirmative Action Hiring Procedures, Union Regulations, I-9 Homeland Security Regulations, and FMLA Guidelines.
  • Retooled process for applying for Leaves of Absence including implementing, monitoring and follow up on FMLA related leaves of absence.
  • Assist 100 employees in benefits enrollment, wellness, staff incentives, insurance consultation, FMLA requests and professional development.
  • Developed processes for appropriate tracking and processing of all FMLA leaves, Unemployment Claims, and the New Hire Processes.
  • Administer FMLA to qualified employees, track time missed (including intermittent) as well as track benefit payments due.
  • Managed the employee benefits, FMLA and Short Term Disability Plans and communicated all changes to the plans to employees.
  • Manage the process for FMLA, short and long term disability benefits, and other forms of leave of absence.
  • Managed employee leaves including personal leaves, FMLA, workers compensation, and ADA leaves and managed administration of PTO.

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10. EEO

high Demand
Here's how EEO is used in Human Resources Manager jobs:
  • Conducted EEO investigations and reviewed for accuracy and completeness those EEO investigations that were conducted by others.
  • Coordinated turnover, external hires/EEO, affirmative action, training/development, and diversity analysis functions.
  • Administered talent management, EEO/AA reporting, benefit administration, employee relations and policy development/administration.
  • Managed complex employee relations issues, including investigations and EEOC position statement preparation.
  • Reviewed job descriptions for FLSA/EEO/ADA compliance, and developed job description module/repository.
  • Investigate and represent HCA at unemployment compensation hearings and EEOC investigations.
  • Interpreted corporate and local policy directives and EEOC/FLSA governing regulations.
  • Saved company money by successfully investigating and mediating EEOC claims.
  • Implemented new web-based, applicant tracking system (ATS) that streamlined recruiting, interviewing, terminations, and EEO reporting.
  • Position required an understanding of Federal and State compliance in accordance to FMLA, ADA, Workers' Compensation and EEOC.
  • Managed compensation and benefits, safety, EEO, organizational planning, training and development, employee relations and union relations.
  • Compiled data and wrote response to claim brought through EEOC, which resulted in EEOC dropping the charge against the company.
  • Developed new employee orientation program trained employees regarding Lock Out/Tag Out, Sexual Harassment, EEOC, MSDS, etc.
  • Performed applicant tracking and participate in the preparation of annual Affirmative Action Plans and maintained all records for EEO regulations.
  • Advised managers on organizational policy matters such as FMLA, EEO, and sexual harassment and recommended any needed changes.
  • Handled all employee relations concerns, employee investigations, unemployment and EEOC claims, worker's compensation claims and hearings.
  • Prepared, reviewed and approved federal and state reports including EEO, OSHA, and Workers' Compensation documents.
  • Coordinated college recruitment efforts, employment agencies, and advertising campaigns, ensuring EEO goals were established and obtained.
  • Investigate any potential, perceived or real EEO, discrimination, harassment, or any other employee relations problems.
  • Assist HR Director with the preparation of EEO reports, FMLA and ADA reports employee counsels, and corrections.

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11. Job Descriptions

high Demand
Here's how Job Descriptions is used in Human Resources Manager jobs:
  • Developed a computerized position description and performance evaluation template form to revised and standardize job descriptions to meet all regulatory requirements.
  • Provided consultation to management regarding developing job descriptions, screening and selection process, and administering the on-boarding and termination processes.
  • Assisted in administering the compensation program, which includes developing job descriptions and communication and educating managers regarding compensation guidelines.
  • Improved the quality of applicants and candidate selection through the development of job descriptions and introduction of behavior-based interviewing.
  • Managed salary and benefit administration, labor relations, job descriptions, performance evaluations, employee activities/events/transportation and cafeteria.
  • Researched and prepared occupational classifications, job descriptions and updates, salary scales and competency appraisal measures and systems.
  • Revised job descriptions for all job functions in collaboration with attorneys and key staff in professional and paraprofessional positions.
  • Resolved compensation inequities for non-exempt employees, making recommendations to management and revising job descriptions and titles were applicable.
  • Developed and established job descriptions and salary structures, hiring and recruiting for all departments including senior management.
  • Led a national task force to develop job descriptions that provided objective promotional criteria and strategic employee configuration.
  • Maintain job descriptions, position control administer salary and benefit administration and policy development and compliance.
  • Created job descriptions for all corporate employees as a forerunner to implementation of performance evaluations.
  • Created organizational chart, job descriptions and updated company policy manual and safety manual.
  • Administered classification programs, which includes classifying and reclassifying positions and writing job descriptions.
  • Developed policy & procedure manual, created job descriptions and performance evaluation documents.
  • Conducted job analysis, developed and updated job descriptions and qualifications.
  • Researched and modified job descriptions and evaluation instruments for maximum effectiveness.
  • Approve job descriptions and conduct compensation analysis to ensure competitive salaries.
  • Created legally solid job descriptions that were measurable for performance management.
  • Developed and reclassified company job descriptions, including pay analysis.

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12. Osha

high Demand
Here's how Osha is used in Human Resources Manager jobs:
  • Conducted HR training programs including anti-harassment training, manager/associate policy training, and performance appraisal training, handled OSHA safety meetings.
  • Implemented personnel management and human resource developmental programs ensuring all staff understood and was knowledgeable of OSHA regulations.
  • Provided direction on career development and advancement for top performers within organization; Responsible for OSHA safety compliance.
  • Provided safety expertise to front line supervisors in areas such as incident investigations and adherence to OSHA regulations.
  • Monitored and participated in the organization's Safety Program and ensured compliance with OSHA regulations.
  • Managed several OSHA on-site inspections and responded to citations and negotiated reductions in penalties.
  • Developed and implemented company OSHA Qualified Fall Prevention / Protection Competent Person Training Facility.
  • Identified safety and environmental violations in accordance with all OSHA regulations and requirements.
  • Instituted and enforced a company-wide Safety Program including OSHA approved Hazard Communication program.
  • Cooperated in an OSHA inspection providing needed information and follow-up information.
  • Established OSHA training protocols with insurance representative and General Manager.
  • Represented Company during OSHA visits and during legal negotiations.
  • Administered safety program in accordance with OSHA regulations.
  • Coordinated OSHA inspection and regulatory licenses.
  • Fulfilled role as team lead on hotel Be Safe initiative; presented annual OSHA training, ensuring 100% staff participation.
  • Develop and maintain a system of proper record keeping procedures to ensure compliance with all labor law and Cal OSHA regulations.
  • Created a training tracking system that brought the company through unscathed when an OSHA investigation was triggered by an industrial fatality.
  • Reduced OSHA incidents by creating an OSHA committee to review falls, injuries, time-off due to worker's compensation injuries.
  • Spearheaded Safety and Sanitation Program; ensured compliance with OSHA and Health Department requirements and trained all employees on safety procedures.
  • Maintain fulfillment responsibilities, 401k administration, inventory analysis & replenishment, reporting OSHA, EEO1, and Medicare compliance.

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13. Training Programs

high Demand
Here's how Training Programs is used in Human Resources Manager jobs:
  • Created/provided GMP training programs applicable to the pharmaceutical industry with a three-phase implementation system, including QA/QC and Regulatory compliance aspects.
  • Designed and developed leadership training programs for Property Managers and Regional Managers to improve communication and overall people management skills.
  • Created and delivered orientation and safety training programs, managed on-site temporary labor, problem-solved staffing and performance related issues.
  • Developed procedures and created training programs for Oral Solid Dosage, Pharmaceutical Aseptic fill manufacturing and packaging facilities start-up.
  • Helped develop training programs to identify and develop employees for career advancement to management positions and strengthen diversity initiatives.
  • Created over 8 training programs that encompassed improving professional selling skills, performance improvement, and behavior improvement.
  • Developed and implemented leadership training programs resulting in decrease of employee relations issues and fostered improved manufacturing performance.
  • Created and delivered training programs for new hires to provide information about company expectations and company benefits.
  • Developed and implemented varied training programs on general safety, chemical safety, quality and productivity.
  • Deliver strategic training programs for management and Senior Leaders, including associate engagement strategies and programs.
  • Developed training programs based on evaluation of training needs analysis and directed all training efforts.
  • Developed training programs and executed training and information sharing presentations to our management staff.
  • Ensured on-time delivery of products, training programs including calendar management and accountability measures.
  • Decreased employee complaints and litigation by facilitating various harassment and discrimination prevention training programs.
  • Developed and managed training programs using internal and external resources for production team members.
  • Developed and oversaw new training programs including new employee orientation and certification processes.
  • Developed and implemented appropriate, follow-up organizational training programs with employees and management.
  • Developed and delivered all company training programs at both corporate and retail locations.
  • Planed and facilitated training programs such as employee orientation and regulatory required training.
  • Facilitated management and employee training programs in support of facility and organizational objectives.

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14. Hris

high Demand
Here's how Hris is used in Human Resources Manager jobs:
  • Reviewed and analyzed HRIS capabilities and worked with system consultants to modify the configuration to deliver Employee Self Service functionality.
  • Managed HRIS to effectively maintain administrative and staffing functions; fostered relations with other business leaders in associate facilities.
  • Maintained personnel information within Payroll/HRIS system and retained appropriate employee records.
  • Implemented new HRIS system with successful training initiatives and self-service usage
  • Examined and executed HRIS system for enhanced management reporting.
  • Supervised implementation of new on-line HRIS time-keeping system.
  • Provided support for the HR Department while personally accountable for conversion, maintenance, and data entry of the HRIS system.
  • Utilized Timberline for payroll and HRIS and worked closely with Controller and payroll specialist for data integrity and accurate report generation.
  • Appointed to the global project team designated to implement an HRIS system (Workday) to be used by all regions.
  • Provide HR advice, administer tools and HRIS systems, and support managers and employees on all HR policies and procedures.
  • Oversee HRIS system upgrades, Crystal Reports, Report Writer, 401K funding, and payroll tax management in 15+ states.
  • Streamlined, implemented and approved the status changes process in the HRIS system that impacted headcount decreasing errors by 50%.
  • Conduct all HRIS training, assign passwords and security levels to users; maintain and monitor all data entered in system.
  • Researched, negotiated and implemented a new HRIS system which eliminated double entry and errors by the payroll and HR department.
  • Managed all HR operations including recruitment, selection, training, benefits/compensation admin, employee relations, events and HRIS.
  • Introduced human resource information system, which replaced old system with new HRIS technology, with preserving the original data.
  • Developed spreadsheet to track employee information (in lieu of an HRIS program) to enhance efficiency and turnaround times.
  • Led the implementation of Lawson HRIS / payroll / benefit system for all US subsidiaries of Element K, LLC.
  • Performed data management and file maintenance to include day to day data entry and employee data maintenance in the HRIS.
  • Implemented new HRIS system and participated in an 18 month roll out program including systems set up and colleague training.

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15. Workforce

average Demand
Here's how Workforce is used in Human Resources Manager jobs:
  • Resolved employee relations issues with both hourly and salaried workforce, specifically adding support by working closely with production/distribution management.
  • Established peer level working groups to ensure workforce planning and talent management activities were aligned with organizational requirements and budget.
  • Developed and implemented a Pay for Performance program designed to motivate the workforce resulting in increased productivity and reduced scrap.
  • Provided guidance and input on business unit restructure, workforce planning, and succession planning during company globalization reorganization initiative.
  • Conducted annual employee satisfaction surveys and developed realistic action plans to find agreement between business operations and workforce interest.
  • Oversee workforce planning processes for the Business Unit, including staffing needs analysis/forecasting, talent acquisition and personnel development.
  • Developed and administered factory workforce employee attitude walk the talk survey as a measure of management accountability and credibility.
  • Managed a diverse workforce supporting several client groups in all compensation matters including base, incentive and executive compensation.
  • Developed weekly recruitment activity reports for management, participated in weekly/monthly recruitment calls with hiring managers for workforce planning.
  • Worked collaboratively with the Division leaders to develop Division strategic initiatives, strategic workforce planning and Talent Development initiatives.
  • Developed and implemented recruiting and workforce planning strategy to attract and retain diverse talent, including succession planning.
  • Established a pay-for-performance compensation structure for hourly factory workforce resulting in increased employee engagement and productivity.
  • Coordinated global company reduction in workforce including: separation agreements, manager education and schedule coordination.
  • Directed the technical hiring process by initiating systematic recruitment strategies resulting in a structured workforce.
  • Project Management Lead - Implementation of custom built business application used to assess workforce/employment agreements.
  • Acquired valuable generalist experience in staffing, performance management, program coordination and workforce development.
  • Enhanced overall team efficiency and workforce productivity by facilitating targeted counseling and corrective actions.
  • Surveyed workforce and interviewed management to identify needs for a comprehensive Quality agenda.
  • Assisted in training the workforce on the business continuity and disaster recovery/evacuation plans.
  • Develop key messaging, strategic plans and tactical elements for initiatives impacting workforce.

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16. Performance Reviews

average Demand
Here's how Performance Reviews is used in Human Resources Manager jobs:
  • Reconciled invoices and managed accounts payable and accounts receivable to pay and negotiate vendor contracts performance reviews and progressive disciplinary process.
  • Designed, communicated and applied performance development best practices, including effective completion of annual performance reviews and progressive disciplinary process.
  • Trained and coached management/supervisory staff in interviewing, hiring, performance reviews, counseling, diversity, disciplinary and regulatory compliance.
  • Conducted disciplinary and termination conferences with managers including severance packages and monitored yearly performance reviews and interpreted policy and procedures.
  • Counseled managers and supervisors in all employee relations activities including discipline investigations, employment law situations, and performance reviews.
  • Provided advisory support to managers on conducting performance reviews, creating development plans and salary and bonus recommendations for employees.
  • Administered bi-annually performance reviews and salary administration programs to ensure effectiveness, compliance, and equity within the organization.
  • Prepared compensation analysis to determine employee compensation increases based on industry salaries, regional averages, and performance reviews.
  • Contributed to strategic hiring process by advising upper management in hiring, termination, promotions and performance reviews.
  • Earned outstanding performance reviews and higher than average salary increases, including bonuses for performance and certification achievements.
  • Partner with management to conduct performance evaluations, coordinate performance reviews and performance improvement processes for all employees.
  • Managed talent management process by facilitating nine-block assessments/discussions, performance reviews and developed succession plans for top performers.
  • Facilitated yearly performance management process, including performance reviews, succession planning, and merit increase performance-related planning.
  • Tracked attendance and performance reviews and initiated paperwork to Managers when disciplinary action or reviews were needed.
  • Collaborated with management team to accomplish on-boarding, succession planning, performance improvement plans and performance reviews.
  • Championed performance reviews as development tool with focus on succession, increased capabilities, efficiency and retention.
  • Created and maintained market competitive compensation plans, and developed position descriptions and job specific performance reviews.
  • Organize and drive the performance management process including performance reviews and administration of annual bonus program.
  • Provide performance feedback through informal communications, formal performance reviews and goal-setting, and deficiency management.
  • Facilitated merit increases and annual 360-degree performance reviews including compensation plans and position results descriptions.

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17. Customer Service

average Demand
Here's how Customer Service is used in Human Resources Manager jobs:
  • Conducted compensation studies, proposed changes, and implemented plans for Customer Service representatives; significantly reduced turnover and improved marketability.
  • Developed customer service and sales training program to enhance effective communications, technical awareness and ability to respond to customer needs/challenges.
  • Spearheaded employee recruitment and hiring workshop sessions for Store and Operations Management staff, ensuring delivery of consistently high-caliber customer service.
  • Communicated and upheld the company s excellent customer service procedures, assured accurate data entry, coordinated resolution of customer complaints.
  • Empowered teams to execute exceptional customer service and developed associates to management level earning a reputation as a skilled coach.
  • Led reorganization of Sales and Marketing department and created customer service department to reflect change in business environment.
  • Implement Total Quality Management practices, organizational vision, and dedication to quality and advanced customer service.
  • Maintain strong focus on team engagement, operational excellence, risk mitigation and providing exceptional customer service.
  • Boosted customer retention by 10% through collaboration in improvement in training for Customer Service Representatives.
  • Delivered HR processes and products with outstanding customer service while introducing process improvements and lowering costs.
  • Provided training to ensure knowledge of organizations policies and procedures and developed great customer service skills.
  • Provided timely, effective, successful, problem-solving customer service support to domestic and international staff.
  • Benefit Administration: Provided customer service and communication of benefit programs, analyzed participant data.
  • Conducted HR business process re-engineering/improvement initiatives to achieve higher customer service levels while containing/reducing costs.
  • Ensured positive employee relations, internal customer service and corporate policies were communicated and maintained.
  • Provided a variety of human resources consulting services to a unionized 1000 Customer Services organization.
  • Maintained quality control/satisfaction records, constantly sought new ways to improve customer service.
  • Provide customer service to employees regarding benefits, compensation and company procedures.
  • Developed and implemented training programs including customer service and collaborative labor relations.
  • Supervised direct reports and ensured excellent customer service for professional engineering staff.

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18. ADP

average Demand
Here's how ADP is used in Human Resources Manager jobs:
  • Selected and implemented ADP payroll/HRIS/time-entry system.
  • Implemented online manager self-serve and employee self-serve modules, and a health and welfare module through ADP Enterprise (PeopleSoft).
  • Utilized ADP PR/HRIS to decrease monthly benefit reconciliation time, ensure benefit enrollment accuracy and manage reward and recognition program.
  • Researched, approved and implemented a new H RIS system through ADP which was interactive with remote timekeeping and payroll.
  • Assisted within the accounting department using ADP and QuickBooks as well as paying invoices and creating invoices in the system.
  • Managed accurate and timely biweekly payroll (ADP) for 140 FTE in a five (5) state operation.
  • Managed ADP HR Profile, Administer medical, dental, vision, life insurance, 403b, and ltd plan.
  • Manage and administered Bi-Weekly ADP/PC Payroll for Windows, tax filings, commission and bonus reporting, and report administration.
  • Managed the organizations HRIS system including full processing of payroll using ADP and full administration of the time management program.
  • Assisted in payroll processing using ADP PayForce / PC for Windows and ADP TimeSaver for approximately 2,000 + team members.
  • Implemented the HR/Training Module for ADP payroll, and trained payroll personnel regarding compliance issues and accurately entering employee data.
  • Introduced ADP payroll and utilized smart phone technology for time and attendance as well as viewing paychecks on line.
  • Helped set-up, negotiated & managed HR contract for benefits, 401(k) and payroll with ADP.
  • Managed bi-weekly payroll for over 75 employees using ADP, ensuring accurate tracking of vacation and sick accrual hours.
  • Enter all employee information in ADP payroll system, including new hires, changes, terminations, payroll adjustments.
  • Administered benefit program, HRIS, payroll (ADP), safety, unemployment, and company internal communications.
  • Utilized ADP Enterprise HRMS to create departments, job codes, pay plans, benefit plans and salary grades/plans.
  • Performed some HR duties such as; ADP, Recruiting, hiring, on boarding and training new employees.
  • Generated reports using Report Smith (ADP) for 9 different departments to help maintain hours and cash flow.
  • Process payroll for 100 non-exempt and exempt employees in 3 locations in 3 states using ADP payroll system.

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19. Succession Planning

average Demand
Here's how Succession Planning is used in Human Resources Manager jobs:
  • Incorporated into Talent Management/Succession Planning process including competency calibration.
  • Advised management on disciplinary action, performance improvement, and reorganization resulting in personnel displacement, policy exceptions and succession planning.
  • Consulted with department managers on staffing needs resulting in the development and implementation of an organizational recruitment and succession planning strategy.
  • Lead the divisional succession planning and performance management process to ensure alignment with company s objectives and development of organizational capability.
  • Design and deliver leadership training modules on topics including organizational alignment, employee engagement, succession planning, and compensation philosophy.
  • Organized and provided guidance on department restructures including two reductions in force utilizing workforce planning, succession planning and relative rankings.
  • Directed talent process assessment and early identification of high potentials and low performers using performance enhancement tools and succession planning.
  • Created and executed company-wide succession planning process; authored process to analyze salary market data to establish local pay scales.
  • Developed and facilitated Personnel Development Committees which ensured career development, top talent, promotion, and succession planning.
  • Designed and implemented career development and management training programs to improve retention, performance, and succession planning strategies.
  • Designed and launched training programs surrounding performance improvement, succession planning, and internal investigations; subsequently used enterprise-wide.
  • Created and led implementation of the Human Resource planning process including talent assessment, individual development and succession planning.
  • Advised Managers in the application of the Performance Management process and participated in Talent Development/Management and succession planning.
  • Advised management in developing and implementing succession planning, employee coaching, performance improvement and issuing disciplinary actions.
  • Developed sustainable processes with plant to support accelerated development and improvement related to talent pipelines and succession planning.
  • Coordinated development initiatives at plant level, ranging from formal succession planning program to one-on-one coaching and counseling.
  • Structured and implemented customized leadership coaching and development, succession planning, performance and talent management programs.
  • Supported supply chain talent management and succession planning - responsible for scheduling participants for TAMU/Halliburton leadership programs.
  • Implemented talent management process that includes goal setting, performance evaluations, compensation management, succession planning.
  • Assess organization capabilities; identify talent gaps/workforce plan, training/development; succession planning and high potential identification/development.

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20. Background Checks

average Demand
Here's how Background Checks is used in Human Resources Manager jobs:
  • Formulated recruitment plans, prepared employment advertising, interviewed candidates, and conducted reference/background checks for all positions.
  • Demonstrated proficiency in administering drug testing, background checks, and nursing license verification.
  • Run background checks and coordinate medical screenings for employment and job specific eligibility.
  • Supervised background checks, drug screening, internal investigations and made resolution recommendations.
  • Managed criminal background checks to ensure effectiveness of our hiring decision making process.
  • Conducted background checks on potential candidates to ensure adherence to company guidelines.
  • Verified eligibility by requesting criminal background checks and security clearance status.
  • Instituted background checks and behavioral testing to successfully reduce turnover.
  • Performed background checks and recorded all benefit enrollment/termination forms.
  • Performed background checks on applicants Handled internal employee disputes
  • Verify legal status and fingerprint/background checks.
  • Initiated background checks and employment verification.
  • Handle new hire process, including orientations, training schedules, background checks, fingerprinting and entering hire and benefit paperwork.
  • Process payroll and new hire paperwork i.e., background checks, direct deposits, offer letters, benefit packages, etc.
  • Acted as employer's liaison for all employment background information including drug screens, background checks, and personality profile surveys.
  • Established relationships and reviewed contracts for background checks and major job boards and vendors (Snag-A-Job and Career Builder).
  • Manage all aspects of recruitment including staffing logistics, background checks, new employee orientation, immigration and relocation.
  • Keep master personnel excel check lists up to date: Personnel Paperwork, Drug Tests, and Background Checks.
  • Source and conduct interviews, background checks, verify driving records and completion of drug screening prior to hiring.
  • Open requisitions, post, source, phone and in-house interviews, resumes, background checks and reference checks.

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21. Unemployment Claims

average Demand
Here's how Unemployment Claims is used in Human Resources Manager jobs:
  • Investigated unemployment claims and appeals of past employees and reported issues regarding termination to unemployment agencies in California and Arizona.
  • Managed Worker's Compensation Claims, Unemployment Claims and Represented the organization in employment hearings, investigations and union negotiations.
  • Provided supervisors and managers with support for their supervision and documentation, enabling for a smoother transition for unemployment claims/grievances.
  • Mitigated potential corporate liability and reduced unwarranted unemployment claims by putting in place employee termination procedures requiring thorough documentation.
  • Directed and revitalized unemployment claims processing and reviews to alleviate unfavorable claims in company's favor.
  • Manage the unemployment claims process including providing company representation throughout the appeal process.
  • Managed unemployment claims and compensation Administration including hearings, appeals and adjudications.
  • Processed unemployment claims and coordinated all labor certification procedures with employees.
  • Reported and processed all Disability, Workers Compensation and Unemployment claims.
  • Researched unemployment claims, submitted appeals and participated in hearings.
  • Represented Company in unemployment claims and termination investigations and meetings.
  • Responded to unemployment claims from Illinois Department of Employment Security.
  • Decreased unemployment claims/litigation by developing employment policies and employee handbook.
  • Respond to unemployment claims and represent employer for unemployment arbitration.
  • Responded to unemployment claims and attended legal hearings when necessary.
  • Decreased unemployment claims by 25% utilizing improved documentation process.
  • Received favorable decisions on Unemployment claims by providing appropriate documentation.
  • Filed all unemployment claims and acted as company representative.
  • Drafted correspondence for unemployment claims and state/federal agency claims.
  • Process unemployment claims and attended telephone hearings when required.

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22. Disciplinary Actions

average Demand
Here's how Disciplinary Actions is used in Human Resources Manager jobs:
  • Handled employee conduct investigations, administers any resulting disciplinary actions and conducts regular employee appraisals of both union and non-union staff.
  • Supervised and delegated tasks regarding administrative issues, budgets, disciplinary actions, operational readiness, training, and strategic planning.
  • Work closely with supervisors and managers to counsel employees, perform incident investigations, and facilitate disciplinary actions as needed.
  • Maintained records and compile statistical reports concerning personnel-related data such as hires, performance appraisals, disciplinary actions, etc.
  • Worked with managers on employee development, coaching/training and disciplinary actions to help promote accountability and nurture positive management practices.
  • Prepared and documented all essential documents pertaining to progressive disciplinary actions, worker's compensation, unemployment filings and hearings.
  • Performed benefits administration, conducted recruiting, external and internal job postings, employee relations including counseling and disciplinary actions.
  • Reviewed and provided consultation to departments with regard with corrective, disciplinary actions up to an including involuntary dismissals.
  • Work with management on a variety of issues concerning employee separations, disciplinary actions, and other organizational transactions.
  • Trained, counseled and advised operations managers on employee relation issues and disciplinary actions up to and including terminations.
  • Assist and administer disciplinary and terminations, including recommending levels of disciplinary actions and determining whether termination is warranted.
  • Conduct employee investigations within the location and/or corporate investigations and maintain and track all employee disciplinary actions and investigations.
  • Provided guidance to supervisors, managers and directors on matters concerning disciplinary actions, performance plans and recognition programs.
  • Counseled management on employee relations issues, coaching and disciplinary actions, policy interpretation, performance management etc.
  • Investigate conflicts and complaints, document investigations results and provide recommendations for resolutions, including disciplinary actions.
  • Directed all employee relations programs and investigations including harassment, disciplinary actions and worker's compensation claims.
  • Provided counseling to management on staff disciplinary actions ensuring consistency and adherence to company policies and procedures.
  • Manage online learning system and responsible for tracking metrics and implementing disciplinary actions when not fulfilled.
  • Managed and documented employee relations counseling and disciplinary actions related to issues including attendance and performance.
  • Mitigate all employee disciplinary actions with appropriate supervisor and make recommendations on proper course of action.

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23. Employment Laws

average Demand
Here's how Employment Laws is used in Human Resources Manager jobs:
  • Keep informed about new employment laws and regulations by attending seminars, researching professional publications and maintaining membership in professional associations.
  • Supported consistent achievement of distribution center goals by directing internal and external staffing in compliance with company policy and employment laws.
  • Implemented training/coaching to all store management in key HR areas, including labor relations, employment laws and organizational strategic initiatives.
  • Facilitated all on boarding and ensured accuracy of employment records, which ensured location was compliant with all regulatory employment laws.
  • Coached and assisted managers in the interpretation and administration of personnel policies and procedures, and applicable employment laws and regulations.
  • Prepared offer letters and collected necessary employment documents from new associates ensuring compliance with employment laws and company requirements.
  • Provided guidance and training to management on HR-related programs, including performance evaluation, compensation policies and employment laws.
  • Analyzed California employment laws and revised and updated documentation to ensure restaurant expansion fully compliant with state laws.
  • Decreased potential liabilities by ensuring compliance with employment laws, including handling complaints of discrimination and harassment.
  • Keep policies & procedures up-to-date with various employment laws as well as administered disciplinary actions when necessary.
  • Protect the company and employees by ensuring regulatory compliance with applicable employment laws and reporting requirements.
  • Implemented internal audit procedures to ensure compliance with employment laws and regulations for children medical facilities.
  • Audited four different Human Resource departments to maintain integrity of all employment laws and company procedures.
  • Ensured enforcement of all applicable employment laws and communicated the potential adverse effect for noncompliance.
  • Resolved alleged discrimination and sexual harassment claims in compliance with employment laws and company policy.
  • Educated and trained management team on new employment laws, termination procedure and documentation.
  • Process Improvement-Managed the implementation of processes and procedures to ensure compliance of employment laws.
  • Provided advice and counsel to managers and supervisors regarding personnel policy and employment laws.
  • Managed liability and litigation claims in compliance workers' compensation and unemployment laws.
  • Assisted executive management in providing interpretation and guidance concerning employment laws and regulations.

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24. Exit Interviews

average Demand
Here's how Exit Interviews is used in Human Resources Manager jobs:
  • Conducted exit interviews on all departing personnel to assess and improved organizational culture and minimize the organization exposure to litigation.
  • Conducted exit interviews and new employment orientation sessions for company; assisted with preparation and submission of new hire documentation.
  • Recruited employees and developed orientation, training and incentive programs along with performing exit interviews to develop retention programs.
  • Processed terminations and contract to hire, including processing paperwork, initiating appropriate communication; and conducting exit interviews.
  • Designed exit interviews to capture causes of employment disengagement, providing managers with quantifiable analysis of areas of improvement.
  • Conducted exit interviews and provided feedback to management that resulted in development of greater partnership with department program directors.
  • Administered and evaluated applicant testing, conducted exit interviews, and forecasting for future staffing and organizational needs.
  • Maintained and managed contractor work force according to client specifics including discipline, attendance monitoring and exit interviews.
  • Conduct exit interviews to determine reasons behind separations and work with executives to create positive change within organization.
  • Manage the termination process effectively and conduct Exit interviews to identify areas of weakness and suggest improvement plans.
  • Advise managers and supervisors concerning desired personnel actions, offering alternative actions if appropriate and conduct exit interviews.
  • Conducted exit interviews to make recommendations to senior management team, for corrective action and continuous improvement.
  • Prepared employee separation notices and related documentation, and conduct exit interviews to determine reasons behind separations.
  • Initiate, monitor and administer termination process; conduct exit interviews for both voluntary and involuntary separations.
  • Conducted exit interviews to terminate employees when necessary and ensure that necessary employment termination paperwork is completed.
  • Manage employment activities including recruitment, interviewing/selection, completion of new hire paperwork and exit interviews.
  • Managed employee relation issues including investigation; disciplinary actions, grievances, terminations and exit interviews.
  • Conducted exit interviews, assure exiting employees understand benefit conversion process, assures final paycheck delivered.
  • Prepare employee separation notices and related documentation, conduct exit interviews and identify trends behind separations.
  • Delivered managerial development training, new hire orientation, exit interviews and resolution of employee escalations.

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25. Open Enrollment

average Demand
Here's how Open Enrollment is used in Human Resources Manager jobs:
  • Implemented automated benefits open enrollment system through partnership with firm's internal information technology staff using Crystal Software.
  • Manage all aspects of benefit administration including broker and carrier relationships, open enrollment, and employee communication.
  • Managed annual benefits open enrollment process and support of VP in negotiating and finalizing annual benefits package.
  • Handled all benefits -related questions, escalated sensitive issues where necessary, conducted annual open enrollment meetings.
  • Enhanced employee understanding and appreciation of benefit offerings by planning and administering annual company-wide open enrollment.
  • Design overall benefit strategy, oversee contract renewal negotiations with broker and lead open enrollment.
  • Benefit administration including research of available insurance options, employee education and open enrollment.
  • Hosted open enrollment meetings to communicate benefit package highlights including Health Care Reform legislation.
  • Coached supervisors; handled on-boarding, employee benefit open enrollments and performance management.
  • Coordinate and conduct open enrollment meetings and respond to associate inquiries regarding benefits.
  • Managed worker benefits and compensation including open enrollment and benefit problem resolution.
  • Coordinated cross-functional Benefit Administration open enrollment processing, impacting 2500 - 5000.
  • Implemented and communicated new benefit administrative program, including annual open enrollment.
  • Managed administration of benefits programs and conduct an annual open enrollment process.
  • Consult with benefits brokers to provide competitive benefits and implement open enrollment.
  • Analyzed, implemented and administered all benefits, including open enrollment process.
  • Maintain vendor relationships, oversee annual open enrollment including invoice reconciliation.
  • Launched and designed benefits communications pieces for first online open enrollment.
  • Coordinated annual benefits open enrollment with vendors communicated changes to employees.
  • Managed benefits program; performs open enrollment and processes applications.

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26. Labor Relations

average Demand
Here's how Labor Relations is used in Human Resources Manager jobs:
  • Labor relations and negotiations, contract interpretation up to and including disciplinary actions, last chance agreements and terminations.
  • Established close communication with management to promptly address employee relations issues and eliminate potential exposure to labor relations claims.
  • Planned, developed, implemented, and evaluated personnel and labor relations strategies, including organizational policies and procedures.
  • Developed, implemented and coordinated all human resources activities including labor relations, benefit administration and employee relations.
  • Perpetuated positive labor relations resulting in reduced grievance activities and acceptance of programs to increase quality and productivity.
  • Created a centralized employees database in accordance with company's global HR guidelines & local compliance/labor relations regulations.
  • Coordinated and participated in all negotiations and collective bargaining agreements handling Labor Relations issues for the organization.
  • Assist with labor relations, collective bargaining agreement negotiations and administration, grievance resolution and labor arbitration.
  • Managed the labor relations/human resources function for two Teamsters organized facilities and one non-unionized manufacturing facility.
  • Partner with management to formulate strategic objectives related to employment, compensation, and labor relations.
  • Interpreted contractual agreements for employers and employees engaged in collective bargaining or other labor relations processes.
  • Labor relations to include management of grievances, arbitration and participation in contract preparation and negations.
  • Oversee labor relations and employee relations and manages bargaining unit contract and related responsibility as appropriate.
  • Demonstrated progressive labor relations experience working with labor unions, experienced in grievance and complaint management
  • Managed salary and benefit administration, labor relations, performance evaluations, employee activities/events/motivational programs.
  • Trained supervisors and managers in performance management programs, salary administration, and labor relations.
  • Managed labor relations, including grievance administration, arbitration hearings, and labor negotiations.
  • Maintain non-union status and/or improve employee relations and labor relations in union organizations.
  • Provide policy interpretation for performance management, investigations, labor relations and terminations.
  • Managed labor relations with Communications Workers of America and interpreted the working agreement.

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27. Cobra

average Demand
Here's how Cobra is used in Human Resources Manager jobs:
  • Managed office administration, including processing all paperwork; managed COBRA administration, health insurance administration, and attendance plan administration.
  • Conduct New Employee Orientation/sign in new employees and collect property, notify of COBRA/retirement benefits at termination-process necessary termination benefit paperwork.
  • Conducted administration of severance packages, retirement information, benefit and cobra information amid schedule reductions and termination.
  • Implemented a new benefit enrollment process including COBRA processing, billing reconciliations and ACA reporting and documentation.
  • Conducted audit on active employees and cobra participants, identifying thousands of dollars spent unnecessarily.
  • Prepared exit paperwork for termination of employees, administered termination documents and processed COBRA notifications.
  • Registered/terminated staff from health insurance programs, including preparation of COBRA letters.
  • Managed and administered employee benefit programs including COBRA administration.
  • Processed enrollments terms and COBRA eligibility.
  • Provided Cobra administration for outgoing employees.
  • Assisted employees with COBRA, relocation and final paychecks as the company was divesting their interests in the Mid West Region.
  • Selected, administered and managed benefit programs that included: health, dental, life, AD&D and COBRA.
  • Conducted orientation and benefits meetings and administered all benefit programs; oversaw FMLA, COBRA, workman's compensation and unemployment.
  • Handle employee performance issues and employee departure procedures, inclusive of presenting exit packages with COBRA notifications and 401k rollover guidelines.
  • Developed and conducted new hire orientation, disciplinary actions, employee separations, COBRA, and employee reward & retention programs.
  • Set up, maintain and negotiate all employee benefits: pensions, 401K plans, Medical, Dental, and COBRA.
  • Maintained all FMLA, OSHA, EEOC, HIPPA and COBRA records staying in compliance with all state and federal regulations.
  • Meet state and federal regulations by actively implementing and carrying out proper EEO, OBES, Workers Compensation and COBRA programs.
  • Utilized in depth knowledge of benefit programs and related regulations such as COBRA, FMLA, and ERISA when necessary.
  • Enroll and term employees as needed throughout year, COBRA administration and main point of contact for benefit related questions.

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28. Ensure Compliance

average Demand
Here's how Ensure Compliance is used in Human Resources Manager jobs:
  • Outsourced Cobra administration to national provider to improve internal efficiency, ensure compliance, and increase customer service for Cobra participants.
  • Develop organizational policies and procedures and ensure compliance with applicable HR related regulations and statutes as well as internal organizational requirements
  • Administer compensation, benefits and performance management systems, and safety and recreation programs and ensure compliance with legal requirements.
  • Mitigate regulatory risks by supporting OSHA inspections/inspectors with documentation and safety measure data to ensure compliance to federal protocol.
  • Assist in financial monitoring of departmental operations regarding recruitment and retention expenses to ensure compliance with budgetary constraints.
  • Analyzed and modified compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
  • Established, implemented and maintained policies and procedures to ensure compliance with local and federal regulatory agencies.
  • Full accountability for operating procedures and controls to ensure compliance with all legal and internal policy requirements.
  • Coordinated safety training programs, and formulated safety policies to ensure compliance with applicable regulations.
  • Conducted wage surveys; administered compensation program to ensure compliance and equity within the organization.
  • Developed and implemented appropriate policies to ensure compliance with state and federal labor regulations.
  • Monitored all work authorizations and disseminated notices to ensure compliance aligned with DHS regulations.
  • Evaluated and developed procedures to establish standard practices and ensure compliance with legal requirements.
  • Managed and directed day-to-day operations to ensure compliance with all legal and governmental requirements.
  • Evaluated unit operations and performance metrics to ensure compliance with higher headquarters directors.
  • Conducted quarterly HR Audits to alleviate negligent hiring/retention and ensure compliance with regulations.
  • Communicated regularly with divisional and corporate teams to ensure compliance with all initiatives.
  • Coordinate salary administration program to ensure compliance and equity within the organization.
  • Developed, coordinated and periodically reviewed affirmative action program to ensure compliance.
  • Coordinated with corporate management to ensure compliance of all policies and certifications.

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29. Sexual Harassment

average Demand
Here's how Sexual Harassment is used in Human Resources Manager jobs:
  • Implemented anti-discrimination and sexual harassment training programs, policies, and procedures which contributed to the reduction in legal consultation expenses.
  • Developed and delivered training in areas such as sexual harassment, new-hire orientation and a variety of management development topics.
  • Developed and implemented policies and procedures regarding sexual harassment and hostile working environment in accordance with the Equal Opportunity Program.
  • Conducted all aspects of training including sexual harassment, new supervisor guidelines, benefit overview and administration of company policies.
  • Investigated high level employee and customer complaints including allegations of sexual harassment and discrimination and provided solutions to resolve complaints.
  • Manage investigations related to allegations of discrimination, sexual harassment, violence in workplace or violations of other company policy.
  • Developed and implemented sexual harassment and safety training curriculum to meet risk management goals and sustain a safe work environment.
  • Offered advice and recommendation to key managers on organizational policy concerns, such as equal employment opportunity and sexual harassment.
  • Certified training in delivery of corporate initiatives for diversity, performance management, and sexual harassment and civil treatment.
  • Advised managers on organizational policy matters such as equal employment opportunity, sexual harassment and recommended needed changes.
  • Coordinated hiring process, orientation and training for entire organization including Sexual Harassment, Diversity and Safety training.
  • Manage the administration and confidential investigation of all Workers Compensation/Unemployment issues, Sexual Harassment and Affirmative Action issues.
  • Provided HR support and counsel for employee relations issues and investigations including sexual harassment, discrimination and terminations.
  • Developed and delivered sexual harassment prevention and diversity awareness training for 3000+ employees and on-site Navy leaders.
  • Investigated allegations of sexual harassment, unfair hiring decisions, time/attendance violations, unauthorized leaves, etc.
  • Led discrimination investigation, co-conducted injury incidents investigations and closed a sexual harassment case with Legal.
  • Conduct various employee relations investigations pertaining to discrimination, sexual harassment, and hostile work environment.
  • Attended all required continuing education classes including Drug and Alcohol recognition abuse and Sexual Harassment.
  • Investigated employee complaints alleging discrimination and sexual harassment and provided a report of my findings.
  • Perform investigations on allegations of sexual harassment, employee conflicts and other investigations as necessary.

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30. Company Policies

low Demand
Here's how Company Policies is used in Human Resources Manager jobs:
  • Provided required computerized maintenance and updating of personnel documents for ensuring acquiescence with company policies pertaining to holidays and vacations etc.
  • Administered Company policies, employee surveys, employee motivational and communication programs that assisted in hiring and retaining highly motivated personnel.
  • Administered company policies, responded to employee inquiries, and offered recommendations to management regarding policy rewrites or clarifications.
  • Ensured that all Human Resource functions were conducted in accordance with established company policies and applicable legal requirements.
  • Provide guidance and counseling regarding legislative, regulatory and compliance issues including company policies, practices and procedures.
  • Develop and facilitate training sessions and assess training effectiveness through evaluations for local and company policies and practices.
  • Spearheaded implementation of company policies and procedures, including updating company manuals to comply with industry standards.
  • Coordinated the implementation and interpretation of all company policies to assure consistent application and equitable employee relations.
  • Process payroll and address questions regarding benefit information and company policies/procedures for both management and team members.
  • Ensured legal and regulatory compliance was maintained and company policies were applied fairly; ensured proper documentation.
  • Manage internal and external interrelationships to ensure fair treatment practices according to company policies and procedures.
  • Managed employee relations, investigations, grievance/complaint resolution, ensured legal and compliance with company policies.
  • Provided employee relations support to multiple state locations through interpretation of Company policies and procedures.
  • Collaborated on rewriting select company policies as well as developing benefits guides for seven companies.
  • Enforced company policies and developed local store policies to ensure maximum production and prevent liabilities.
  • Created enrollment forms, provided insurance related information and communicated company policies and procedures.
  • Coordinated employee restructuring efforts including consolidation of salary and benefit structures and company policies.
  • Implemented cost containment tactics and prepared periodic reports consistent with company policies and procedures.
  • Formulated, recommended and communicated company policies and procedures in support of business objectives.
  • Interpret and evaluated existing company policies and procedures and developed and presented changes.

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32. Organizational Development

low Demand
Here's how Organizational Development is used in Human Resources Manager jobs:
  • Facilitated organizational development and restructuring initiatives to create an achievement-oriented work environment.
  • Provided organizational development support ensuring increased effectiveness.
  • Implemented strategic management and organizational development efforts
  • Facilitated organizational development and training.
  • Executed major HR processes including Management Resource Review, Integrated Performance Management Development, Compensation Planning, Staffing and Organizational Development.
  • Serve as strategic HR business partner to regional management team, collaborating on employee relations, organizational development and talent management.
  • Directed all HR operations, including recruiting, staffing, compensation and benefits administration, regulatory compliance and organizational development initiatives.
  • Have expertise and solutions to understanding compensation, talent acquisition, organizational development, labor relations, and relevant labor law.
  • CORE COMPENTENCIES Human Resources Generalist Organizational Development Training Design & Delivery Performance Management & Reward Project Management Customer Relationship Management Strategic Planning
  • Improved efficiency of employee personnel records and managed all labor relations, compensation, benefit management, organizational development and training.
  • Support corporate vision by providing expertise in leadership and organizational development, talent acquisition, employee relations, and succession planning.
  • Implemented and coordinated policies and programs as a liaison for the functional areas of human resources including Benefits and Organizational Development.
  • Provided consultative expertise to management and supervisors in the areas of employee relations legal issues, organizational development and staffing patterns.
  • Create company strategic training and organizational development plan to meet personal, professional, and organizational needs of company employees.
  • Recommend organizational development strategies, including work-life policies and practices, and those that address department-specific needs or performance problems.
  • Designed, developed, and executed compensation, benefits, organizational development, and workforce planning programs at multiple locations.
  • Implement new organizational development strategies that improve business performance, organizational systems and staff relationships within and across functional teams.
  • Facilitated Philips organizational development and succession planning with senior management, including identifying individual development needs and implementing appropriate training/development.
  • Designed management training programs educating leaders on employment relations, diversity, employment law, recruiting, and organizational development.
  • Demonstrated breadth of knowledge in the area of organizational development, staffing, training and career development and management development.

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33. State Regulations

low Demand
Here's how State Regulations is used in Human Resources Manager jobs:
  • Updated HR processes and documentation procedures to assure consistency and compliance with all federal and state regulations and company requirements.
  • Revise employee handbook to update information with current federal/state regulations and company policy to ensure employee adherence to protocol.
  • Maintained company organization charts and the employee directory, and ensured compliance with federal and state regulations concerning employment.
  • Conducted learning forums on pertinent federal and state regulations, filing and compliance requirements affecting employee benefits programs.
  • Maintained an in-depth knowledge of federal and state regulations regarding employment practices related to the day-to-day employee engagement.
  • Assist management in employee disciplinary actions, and process unemployment claims adherent to Federal/State regulations.
  • Maintain compliance with federal and state regulations concerning employment and proactively communicate changes to management.
  • Develop and implement the affirmative action program as required by applicable federal and state regulations.
  • Perform periodic audits to maintain benefit administration compliance with all federal and state regulations.
  • Counseled and supported management regarding policies and procedures and applicable federal and state regulations.
  • Communicated and implemented policies and procedures of organization and federal and state regulations.
  • Developed hiring plans and conducted interview-training plans to ensure compliance with state regulations.
  • Reviewed and approved completed paperwork to ensure compliance with Federal and State regulations.
  • Manage and keep confidential all personnel files in accordance with Federal/State regulations.
  • Developed and implemented hiring programs in compliance with federal and state regulations.
  • Maintain compliance with Federal and State regulations and company policy regarding employment.
  • Established and updated University policy and procedures to comply with State regulations.
  • Maintain accurate temperature logs for all equipment according to state regulations.
  • Manage all areas of Human Resources ensuring compliance with Federal/State regulations.
  • Handled lawsuits/various legal issues-knowledge of federal/state regulations and employment laws.

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34. Conflict Resolution

low Demand
Here's how Conflict Resolution is used in Human Resources Manager jobs:
  • Facilitated pro-active conflict resolution and defined personalized opportunities for management development.
  • Partnered with managers to provide recommendations regarding performance management, termination decisions, and conflict resolution to ensure consistency and fairness.
  • Provided expert counsel and coaching in performance management, termination decision-making, and conflict resolution arenas to ensure consistency and fairness.
  • Conducted internal investigations and actively participated in conflict resolution sessions; counseled staff on methodologies, legal implications and protocol.
  • Coached managers in all aspects of performance management and employee relations leading to successful conflict resolution and improved sales performance.
  • Managed all harassment/discrimination investigations, disciplinary action, conflict resolution and mediation for exempt and non-exempt employees in the region.
  • Provided guidance as the employee relations specialist and participated in conflict resolution, and implemented the necessary disciplinary actions.
  • Provide strategic generalist HR support to manufacturing client group including recruiting, conflict resolution, training and performance management.
  • Resolved and assisted client companies with conflict resolution, ADA/Accommodations, EEO investigations, performance evaluations and performance management.
  • Fulfilled employee relations duties which included policy development and interpretation, investigations, conflict resolution, and employee discipline.
  • Collaborate and proactively communicate with business agents of collective bargaining unions, to promote effective relationship and conflict resolution.
  • Tracked and maintained performance measurements for all departments including customer service training, driver performance and conflict resolution.
  • Perform difficult staffing duties such as conflict resolution, recommending termination of employees, and advising disciplinary procedures.
  • Advised management on employee relations issues and provided options for conflict resolution using current policies and disciplinary actions.
  • Managed employment cases through investigations and documentation and recommended action plan for all conflict resolution through due diligence.
  • Skilled in conflict resolution in progressive disciplinary scenarios including providing necessary coaching, training and written documentation.
  • Provided expertise in administrative functions including payroll, benefits, conflict resolution and employee hiring and retention.
  • Mediated conflict resolutions; served as company representative at Job Fairs and personnel-related hearings and investigations.
  • Review cases of serious violations of company rules, implement appropriate conflict resolution and/or disciplinary actions.
  • Assisted and counseled managers and employees regarding issues involving performance management, termination and conflict resolution.

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35. I-9

low Demand
Here's how I-9 is used in Human Resources Manager jobs:
  • Represented company in Department of Homeland Security I-9 Audit; Represented company at personnel-related hearings and investigations.
  • Maintained and updated necessary personnel, medical, and I-9 records and executed all administrative responsibilities.
  • Managed I-9 administration, monitored alien personnel immigration cards, and e-verified information when hired.
  • Analyzed and restructured I-9 data processing, gaining significant improvements in accuracy and efficiency.
  • Implemented and maintained over-site of e-Verify electronic system I-9 compliance as a government contractor.
  • Represented organizations during Affirmative Action external audit, Sarbanes-Oxley and I-9 internal audit.
  • Ensured I-9 employment authorizations for Spectrum Pharmaceuticals are current and complete.
  • Managed I-9 and E-verify documentation and verification process.
  • Maintained all I-9 documentation and verification updates.
  • Reviewed and verified I-9 Form eligibility.
  • Manage I-9 documentation for accuracy.
  • Manage HR document control for over 10,000 employee files which includes record retention, HIPAA, LOA, and I-9 compliance.
  • Transition included, collection of new I-9s, applications and licenses from nurses, pharmacist and support staff for Federal Compliance.
  • Administer new hires orientation process; Hiring Documentation, I-9 compliance, certification/licenses verification, EEO Compliance, New Hires Reporting.
  • Established new hire on-boarding process, including uniform reference checking, drug screening, I-9 documentation, and MVR verification procedures.
  • Trained senior management on I-9 guidelines, exempt payroll legal requirements, termination protocols, and responding to unemployment claim inquiries.
  • Ensured compliance with all federal and state labor laws, I-9 compliance, union organization avoidance, and affirmative action goals.
  • Maintain I-9 and EEO confidential documents and ensures company is in compliance with federal and state EEO and Affirmative Action laws.
  • Complete on board training, consisting of new hire paperwork, drug testing, I-9 completion and welcome packets for employees.
  • Revised personnel, health, EE-O-1 and I-9 and various other files in order to ensure privacy of information and compliance.

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36. Personnel Policies

low Demand
Here's how Personnel Policies is used in Human Resources Manager jobs:
  • Administered various human resource plans and procedures for company personnel; assisted in development and implementation of personnel policies and procedures.
  • Assisted in the development and implementation of personnel policies and procedures Participated in developing company goals, objectives and systems.
  • Created positive employee relations environment through development of a management newsletter that educated leaders on personnel policies and employment law.
  • Communicated changes in company's personnel policies and procedures; ensured consistency in all administration and enforcement of internal policies.
  • Advised management on personnel policies and program matters, making or recommending appropriate decisions as consistent with strategic direction.
  • Researched, developed, recommended, and implemented personnel policies and procedures to meet national and international guidelines.
  • Developed and implemented personnel policies and procedures, job flowcharts, departmental personnel evaluation formats, production reports.
  • Coordinated development and implementation of personnel policies and procedures; maintained employees online policies and procedures manual.
  • Manage and interpret the application of established personnel policies and develop employee communications to disseminate policy information.
  • Develop and maintain salary compensation, recruitment, evaluations, benefits, personnel policies and regulatory compliance.
  • Designed and periodically reviewed employee information manual and personnel policies to ensure compliance with government regulations.
  • Interpreted and oversaw implementation of all personnel policies; control administration of comprehensive employee benefit programs.
  • Administered Personnel Policies/Procedures Manual to educate new hires on Work Force Management guidelines and Company Benefits.
  • Advised company management regarding personnel policies and program matters, making or recommending appropriate decisions.
  • Originated and administered personnel policies throughout company in compliance with state and federal employment law.
  • Participate in employee orientation by making presentations on benefits and personnel policies and procedures.
  • Advised and assisted business/line managers on interpretation and administration of personnel policies and programs.
  • Develop and implement personnel policies and procedures to include preparation and maintenance of handbook.
  • Recommend and develop personnel policies and procedures while effectively communicating with employees any changes/expectations.
  • Administered personnel policies and procedures in accordance with State Statutes and negotiated labor contracts.

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37. Direct Reports

low Demand
Here's how Direct Reports is used in Human Resources Manager jobs:
  • Identify and communicate key responsibilities and practices to immediate team of direct reports to effectively and efficiently reach organizational goals.
  • Supervised human resource professionals and managers consisting of seven direct reports and two indirect reports - 17 locations
  • Facilitated training and assisted managers in developing essentials skills to supervise and develop their direct reports effectively.
  • Conduct regular one-on-one and any other staff meetings to ensure timely communication with direct reports.
  • Supervised daily operations and actively assisted and provided direction to direct reports as required.
  • Conducted monthly one-on-ones with direct reports to discuss performance improvement and professional development.
  • Provide leadership coaching and professional development support to both managers and direct reports.
  • Counseled managers to effectively monitor the performance and behavior of their direct reports.
  • Completed performance evaluations for direct reports and monitored performance evaluations of other staff.
  • Completed bi-yearly performance evaluations and established annual performance goals for 75-100 direct reports.
  • Managed several direct reports consisting of recruiting, administration and training department personnel.
  • Managed 8 direct reports and effectively administered various contract vendors for plant services.
  • Assist supervisors in establishing and implementing personal career development plans for direct reports.
  • Coached managers and supervisors on communicating performance feedback to direct reports.
  • Coached direct reports to effectively manage daily functions.
  • Managed a Department budget and supervised direct reports.
  • Conducted quality surveys to measure direct reports performance.
  • Provide direct reports with opportunities for professional development.
  • Supervised two direct reports in its implementation.
  • Managed 4 direct reports Military History

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38. Flsa

low Demand
Here's how Flsa is used in Human Resources Manager jobs:
  • Managed compliance review of FLSA classification and analyzed headcount and turnover reports and provided recommendations to management regarding appropriate headcount actions.
  • Redesigned job description format and conducted a FLSA audit including a discrepancy resolution plan.
  • Lead company-wide FLSA audit, and presented recommendations to legal counsel for liability mitigation.
  • Restructured the Furniture Division compensation structure including proper FLSA classifications of jobs.
  • Reviewed/revised job descriptions to ensure proper classification under FLSA standards.
  • Reviewed employee classifications to meet FLSA definitions of exempt/non-exempt categories.
  • Developed new compensation practices that eliminated potential FLSA liability.
  • Evaluated exempt and non-exempt classifications against FLSA guidance.
  • Conducted FLSA analysis of all positions corporate-wide.
  • Maintained awareness of current legislation related to human resources (EEO, FMLA, FLSA, ADA, etc.).
  • Advised managers and employees on issues regarding discipline, termination, FMLA, FLSA, ADA, and Worker's Compensation.
  • Maintained policy requirements in the area of FLSA, ADA, EEO, Title VII, and other employment related law.
  • Ensured compliance with all state and federal mandates including EEO-1, VETS-100, and Affirmative Action Plans, FMLA, FLSA.
  • Designed, customized and facilitated training for hiring managers on behavioral based interviewing, retention, FLSA and additional HR topics.
  • Perform FLSA, wage and hour, and I-9 audits annually; work with clients to make corrections as necessary.
  • Analyzed all jobs, ensuring Job descriptions were updated and accurate, included ADA considerations and proper classifications under FLSA.
  • Lead HR Project Manager on integration and development initiatives such as Global Job Grading, FLSA analyses and major acquisitions.
  • Researched HIPAA, FLSA, FMLA and other federal laws and regulations to advise management on compliance of related issues.
  • Determine job classification and groupings, FLSA exemption status; recommend salary levels substantiated by internal; and external equities.
  • Conducted internal HR audits, then developed and implemented appropriate measures for FLSA, NLRB, and EEOC regulation compliance.

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39. Career Development

low Demand
Here's how Career Development is used in Human Resources Manager jobs:
  • Counseled managers and employees on performance management, disciplinary action, recruitment and selection, compensation, benefits and career development.
  • Designed a site-wide training & development program which included structured learning opportunities focused on self-development, career development and leadership fundamentals.
  • Develop and implement strategies with senior leadership associated with the performance assessment, career development and succession planning for territory leadership.
  • Advised the Site Director and senior management with regard to talent management, organizational design, project management and career development.
  • Coached sales and service representatives career development and motivation to exceed performance expectations that resulted in monthly individual district performance recognition.
  • Work with community and educational leaders on charitable, environmental and career development opportunities between the company and local residents.
  • Constructed Career Development training for HR to facilitate to client groups on career development, development opportunities and career advancement.
  • Developed performance evaluation system for all levels within the organization, created performance evaluation forms and career development profiles.
  • Tracked performance evaluations and individual development plans; participated in the development of a career development program for employees.
  • Performed Career Development inspections on subordinate organizations annually and provided relocation & reassignment assistance, benefit & incentive workshops.
  • Designed and implemented career development model for Global Services employees that reflected the unique needs of automotive service professionals.
  • Developed and implemented integrated staff development program including performance review, career development, competency modeling and compensation system.
  • Designed and implemented career development programs which substantially improved productivity while reducing staffing and operational costs by 25%.
  • Created a career development program to improve customer service, decrease turnover, and identify and develop management candidates.
  • Developed and managed a network of mentors and leaders that proactively coached employees on career development and performance improvement.
  • Execute talent and succession management programs that include the identification, development, and career development of high-potential employees.
  • Coach for senior executives and managers on dealing effectively with organizational decisions, change management and career development.
  • Facilitated retention and recruitment of key IS talent by development and implementation of competency based career development program.
  • Collaborate and coach managers on disciplinary action, performance management, and career development needs of the organization.
  • Led first global Career Development Model project team through design and implementation resulting in optimizing performance management.

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40. Corrective Action

low Demand
Here's how Corrective Action is used in Human Resources Manager jobs:
  • Provided leaders guidance and approval with performance improvement plans, corrective action, performance appraisals, attendance management and handling terminations.
  • Mentored and trained managers and employees regarding policy interpretation, corrective action, performance improvement, employee engagement and safety compliance.
  • Identified discrepancies and provided corrective action to subordinate detachment for the Navy-wide advancement exam resulting in the advancement of 473 personnel.
  • Reviewed affirmative action complaints and investigated issues involving harassment, discrimination, retaliation and prepared corrective action plans for compliance.
  • Addressed all employee related issues, terminations, hiring, corrective actions and investigation with integrity, professionalism and confidentiality.
  • Prepared investigative reports and make recommendations to Management concerning corrective action, including training, performance improvement plans, discipline.
  • Acted as facilitator/counselor between employees and management while suggesting corrective actions necessary to resolve problem areas and improve employee relations.
  • Monitor production goals related to company production requirement goals to ensure at risk agents are identified and corrective action implemented.
  • Coordinated and facilitated management training on policies, corrective action, safety compliance, and employee communication processes and procedures.
  • Trained supervisory and management staff on identifying and documenting employee performance or misconduct issues and recommended appropriate corrective action interventions.
  • Lead all employee relations initiatives and was solely responsible for conducting investigations, preparing responses and recommending corrective actions.
  • Guided management in handling performance management, corrective action plans, and termination processes with sensitivity and regulatory compliance.
  • Investigated allegations and performance deficiencies of associates and took the appropriate action; insured proper documentation of corrective action.
  • Conceived and implemented a corrective action based on employee disciplinary system and launched a regional substance abuse testing policy.
  • Take corrective action in situations requiring immediate intervention, including interpretation and administration of hospital policy and work rules.
  • Delivered Performance Management, Corrective Action and Effective Interviewing training, decreasing first year associate performance problems and turnover.
  • Investigated and resolved associate relations concerns, provide coaching to associates and recommend appropriate corrective action with management.
  • Conduct s investigations to obtain facts and provide analysis to management in investigations and recommend appropriate corrective action.
  • Assist managers in addressing and documenting performance issues with employees through performance improvement and disciplinary corrective action plans.
  • Managed leadership expectations by communicating concerns with employee performance, creation of Performance Improvement Plans and Corrective Action.

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42. Leadership Development

low Demand
Here's how Leadership Development is used in Human Resources Manager jobs:
  • Introduced Leadership Development processes that engage senior management in formal settings of identification, assessment, development, and executive training.
  • Implemented leadership development programs within GE's Management Development facility, including the first diversity awareness programs offered in the corporation.
  • Developed Human Capital strategies and solutions including leadership development, succession planning, strategic staffing, and organizational design and effectiveness.
  • Provided consulting services across organization to address needs in team building, leadership development, technical/communication skills and general associate development.
  • Implemented Academy of Excellence for Union employees and direct core management activities including key components of change management and leadership development.
  • Promoted to execute and maintain organizational initiatives with a strong focus on employee engagement, performance management and leadership development.
  • Coached senior management on effective leadership principles including processes, as well as interventions involving leadership development and change management.
  • Provide guidance to department and executive leadership on associate relations issues, performance management, employee engagement and leadership development.
  • Created facility training strategy and selected consultants to deliver courses in basic math/reading skills, technical skills and career/leadership development.
  • Led and supported quarterly talent review initiatives with key business leaders and updated succession plan and leadership development review documents.
  • Coach and facilitate leadership development activities including assessing needs and skills of business unit, and providing department specific support.
  • Created and implemented a leadership development program including succession planning and recognition of top talent in the organization globally.
  • Played lead and contributory roles on high-visibility initiatives that including diversity programs, leadership development, and workforce planning.
  • Researched, designed, implemented, and facilitated behavior based leadership development training series for current supervisors and managers.
  • Developed and presented leadership development courses to provide ongoing essential training to ministry leadership team of 200 individuals.
  • Implemented MedTech Safety program, MedTech University Leadership Development Program, Student program, and successful Scholarship Program.
  • Consulted with various business development programs on leadership development gaining more exposure to our leadership content and expertise.
  • Provided leadership development objectives and expectations, setting priorities, delegating work, and implementing professional performance reviews.
  • Maintained union-free operations through improved facility communications systems, conflict resolution, leadership development, and employee empowerment.
  • Created leadership development and succession planning processes and assessment tools and led talent assessment sessions with Senior Management.

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43. Weekly Payroll

low Demand
Here's how Weekly Payroll is used in Human Resources Manager jobs:
  • Assist in associate training/development activities Assist with weekly payroll, as needed Coordinate associate surveys Assist with facilities support
  • Implemented all activities necessary to process bi-weekly payrolls, including voluntary and involuntary deductions.
  • Processed bi-weekly payroll, maintained employee files, conducted credential verification and background investigations.
  • Managed annual salary planning process, compensation programs/pay bands and administered bi-weekly payroll.
  • Implemented a payroll system conversion with no interruption of bi-weekly payroll processing.
  • Processed biweekly payroll including Workers' Compensation and State Disability time cards.
  • Facilitated weekly payroll with sole responsibility for employee benefits implementation.
  • Compensation-Compiled weekly time punch and distribution for corporate bi-weekly payroll.
  • Oversee compilation and transmission of weekly/bi-weekly payroll to corporate.
  • Process bi-weekly payroll in conjunction with Payroll Coordinator.
  • Established employee benefits packages and prepared biweekly payroll.
  • Compile all bi-weekly payroll information and update information.
  • Selected Payroll Vendor and administered weekly payroll.
  • Processed bi-weekly payroll and maintained payroll records.
  • Administered bi-weekly payroll utilizing QuickBooks accounting system.
  • Prepared bi-weekly payroll and daily accounting reports.
  • Facilitate bi-weekly payroll and related transactions.
  • Calculate and process expatriates biweekly payroll.
  • Install and establish new time clock and payroll system using Wells Fargo Evolution and Time and Attendance for biweekly payroll processing.
  • Manage payroll on a daily basis by adjusting schedules as necessary to ensure that store is meeting its weekly payroll forecast.

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44. Life Insurance

low Demand
Here's how Life Insurance is used in Human Resources Manager jobs:
  • Managed billing/administration/reconciliation for Health & Welfare benefits; to include retirement savings, short and long term disability and life insurance.
  • Maintained and updated over 2,000 personnel records to ensure emergency data and life insurance information was accurate and up-to-date.
  • Negotiated and administered significant cost saving vendor contracts for health/dental/life insurance, property/casualty insurance, 401K and payroll administration.
  • Supervised the preparation of casualty reports which included processing life insurance and additional beneficiary entitlements to the authorized beneficiaries.
  • Conducted cost analysis and introduced new employee benefits including dental, short-term disability and supplemental life insurance.
  • Renegotiated life insurance benefits resulting in a wider variety of coverage including non-work related.
  • Evaluated medical/dental/life insurance options prior to selecting a quality plan for the company.
  • Evaluated and reconciled life insurance benefits and resolved approximately $1million in oversights.
  • Managed Human Resources for 1700 person life insurance division of major financial organization.
  • Direct online maintenance and correspondence with medical & life insurance information.
  • Restructured health and life insurance benefits program resulting in company savings.
  • Manage routine personnel matters including advising associates of health/life insurance.
  • Secured life insurance compensation for family members after personnel loss.
  • Benefit Administration including multiple Health/Life Insurance Plans.
  • Benefit administration including enrollment and maintenance of STD, LTD, health insurance, life insurance, and Flexible Benefits Accounts.
  • Administer employees benefit programs such as retirement plan, health, dental, life insurance, long term care and COBRA.
  • Manage complete cafeteria-style benefits package including health and life insurance, 401k retirement funds, profit sharing and pension's plans.
  • Handle all Human Resource needs which include duties as the Insurance Plan Administrator for medical, dental and life insurance programs.
  • Managed all benefit programs including 401lK, medical, dental, life insurance, FSA, disability, and workers compensation.
  • Facilitate annual employee enrollment and renewals of Health, Vision, Dental, and Life Insurance benefits for salary level employees.

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45. Action Plans

low Demand
Here's how Action Plans is used in Human Resources Manager jobs:
  • Conduct annual online engagement survey utilizing results in developing action plans aimed at increasing overall engagement and improved retention of talent.
  • Led operations in the establishment of action plans based on associate engagement survey results to improve work environment and productivity.
  • Conduct monthly Safety Meetings to develop action plans to reduce work related injuries and increase safety awareness for facility.
  • Developed and implemented appropriate action plans for diverse initiatives, providing recommendations on talent strengths and development needs.
  • Partnered with senior leaders to developed strategies and implement action plans to improve employee engagement and organizational effectiveness.
  • Reviewed all disciplinary actions at each Federal contract location to determine applicable action plans including suspensions or terminations.
  • Facilitated training with managers and employees on writing balanced performance evaluations and assisted with writing performance action plans.
  • Developed and implemented affirmative action plans, including all statistical analyses; ensured legal and regulatory compliance.
  • Analyzed HR survey results that impacted overall business operations, which encompassed devising and implementing action plans.
  • Developed and managed implementation of affirmative action plans and prepared company responses to allegations of noncompliance.
  • Recommended managerial action plans to senior leadership to facilitate employee engagement and retention techniques.
  • Conducted Employee Satisfaction Survey and developed action plans to improve areas of associate satisfaction.
  • Diagnosed business issues and recommended action plans for improving leadership skills and organizational effectiveness.
  • Used engagement surveys to measure organizational effectiveness and develop action plans to improve.
  • Developed and implemented policies and procedures incorporating equal opportunity and affirmative action plans.
  • Provided Performance Management training including development plans, goals and corrective action plans.
  • Empower them to work collaboratively to develop solutions and create implementation action plans.
  • Monitored retention, evaluated trends and executed action plans to minimize turnover.
  • Conducted internal investigations, resolving complaints and reaching agreeable action plans.
  • Developed and implemented affirmative action plans to support diversity and inclusion.

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46. Progressive Discipline

low Demand
Here's how Progressive Discipline is used in Human Resources Manager jobs:
  • Created and implemented customized computer HRIS * Created performance management and progressive discipline process to enhance management coaching and training efforts.
  • Develop and execute manager training on coaching and counseling, progressive discipline, interviewing, performance improvement plans and career development.
  • Administered interim and annual performance evaluations for direct reports consisting of performance management, documentation maintenance, progressive discipline and termination.
  • Provide guidance on employee relations issues including compliance/legal matters and progressive discipline; ensure proper documentation and efficient resolution of issues.
  • Confronted rising absentee levels by developing an aggressive attendance bonus policy and progressive discipline program lowering absenteeism by 40%.
  • Counseled and coached managers to monitor progress to goals and facilitate effective progressive discipline programs to measure and improve performance.
  • Handled all employee relations matters, performance management issues, progressive discipline, terminations, and conducted several internal investigations.
  • Coached local Management to perform effective employee counseling and assisted in the preparation of performance improvement plans and progressive discipline.
  • Advised department heads and supervisors on proper procedures regarding progressive discipline, termination activity and performance reviews to ensure consistency.
  • Clarified management's ambiguous interpretation of company policies and procedures regarding leave, progressive discipline, and performance management.
  • Created HR department and developed and established performance management, progressive discipline policy for hourly and salaried employees.
  • Review progressive discipline documentation for accuracy and consistency, and check for supportive documentation and determine appropriate action.
  • Created tools and templates that aided managers in the development of documentation needed for job performance issues/progressive discipline.
  • Managed employee relations including immigration processing, investigations, resolutions of employment-related issues, progressive discipline and terminations.
  • Created company wide attendance/progressive discipline process and anti-harassment training program which was delivered to all employees company wide.
  • Revised employee handbook, designed and executed hiring process, designed and executed progressive discipline and termination process.
  • Established performance management system for sales and non-sales association, progressive discipline policy and recruitment process guidelines.
  • Designed and rolled out HR training programs including Performance Management, Progressive Discipline and Competency Development workshops.
  • Served a catalyst for delicate employee-relation's issues including performance problems, progressive discipline and termination actions.
  • Created and presented supervisor training sessions which included Effective Supervision/Progressive Discipline, Effective Interviewing/Selection, ADA/FMLA Overview.

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47. Policy Development

low Demand
Here's how Policy Development is used in Human Resources Manager jobs:
  • Assisted General Counsel with day-to-day legal issues affecting the company including corporate governance administration, policy development and company best practices.
  • Key areas of focus included performance management, talent acquisition, employee relations, benefit administration and policy development and implantation.
  • Provide support to management staff on matters of goal setting policy development and strategic implementation in support of achieving business goals.
  • Provided leadership in several Human Resource functions including HR policy development and compliance, employee relations and benefits design and administration.
  • Consult with Management regarding employee relations issues, organizational restructuring plans and policy development Provide feedback and risk assessment of actions.
  • Managed payroll & benefits administration, recruitment, employee relations and policy development and implementation in a call center environment.
  • Handled plant salaried administration, performance evaluations, Worker's Compensation, policy development and interpretation and other related duties.
  • Preside over day-to-day HR functions encompassing benefits, payroll, hiring, coaching, performance evaluation, and policy development/implementation.
  • Managed employee relation activities to include progressive disciplinary action and counseling, as well as policy development and implementation.
  • Initiated major projects which resulted in new Performance Management process, Payroll system implementation, and various policy development.
  • Managed all aspects of Human Resources including benefits, policy development, succession planning, compensation and performance management.
  • Created and implemented forward-thinking strategies to enhance performance management, labor relations training, policy development and compensation planning.
  • Conducted wage survey within labor market to gather information for policy development planning and to determine competitive wage rate.
  • Managed employee relations, benefits, policy development and HR internal for a rapidly expanding and subsequently downsized organization.
  • Developed and implemented policies and programs including 401K administration, employee orientation, HIPAA policy development and documentation.
  • Managed Workers Compensation, Safety, Unemployment, Staffing, Benefits, Policy Development/Administration, and Organization Development.
  • Provided strategy on business policies, policy development and internal communications to sales, finance and executive leadership.
  • Identified and manage orientation, training and development needs of employees while overseeing policy development and documentation.
  • Worked with executives on company policy development and was responsible for employee understanding and adherence to policies.
  • Major responsibilities included exempt and non-exempt staffing, benefit administration, policy development, and labor relations.

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48. Corporate Office

low Demand
Here's how Corporate Office is used in Human Resources Manager jobs:
  • Created effective relocation program which expedited key executive transfers from Australia to Denver in response to movement of corporate office.
  • Strengthened worldwide compensation/performance evaluation program, reducing costs and improving timeliness by centralizing all administrative functions within corporate office.
  • Managed the recruitment process and orientation process for entry-level engineers; established a co-op/intern program at the corporate office.
  • Handled employee relations for corporate office by building and maintaining valuable relationships with managers and communicating effectively to employees.
  • Managed conversion of payroll system to PeopleSoft and assisted corporate office with implementation of newly designed insurance coverage.
  • Build effective relationships with Office Managers and Corporate Office Managers by providing timely and helpful information and support.
  • Lead talent acquisition with full staffing accountability for positions ranging from seasonal factory staff through Corporate Officer level.
  • Communicated different company benefit programs available with employees; submitted appropriate benefit packages to the corporate office.
  • Key Results: Successfully transitioned corporate office relocation and operations restructuring involving 60% FTE reduction.
  • Generated departmental reports and worked with the corporate office to develop strategies and meet organizational objectives.
  • Communicated daily with corporate office to establish completion of corporate directives and other operational issues.
  • Managed administrative and HR staff to ensure effective and efficient operations of corporate office.
  • Direct all corporate office operations including supervision of office staff, manage all insurance policies
  • Worked with corporate office to administer various training initiatives, compliance and regulatory needs.
  • Work collaboratively with the Corporate Office to ensure Company assets are accurately tracked.
  • Recruited, interviewed and selected candidates for positions in operations and corporate offices.
  • Created company newsletter as communication tool to stores and corporate office personnel.
  • Collaborated with the corporate office and local executives to revise organizational structures.
  • Collaborate with corporate office on compensation program initiatives to ensure equity.
  • Communicated procedural updates and changes distributed from the corporate office.

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49. Data Entry

low Demand
Here's how Data Entry is used in Human Resources Manager jobs:
  • Managed daily operations of data entry processes of the employee records management program to include imaging technology.
  • Perform necessary administrative work to include data entry and provide oversight for all personnel transactions.
  • Developed a data entry protocol to better track all packed products and toner identification numbers.
  • Implemented streamlined data entry process improvement providing controls and necessary documentation to measure sustained performance.
  • Provide overall administrative support for Human Resources Department, including assisting with data entry.
  • Supervised technical material to include preparing statistical reports, data entry and budget analysis.
  • Upgraded ADP HRIS/Payroll system significantly improving reporting capabilities and eliminating data entry redundancy.
  • Managed payroll reporting and records including responsibility for departmental allocations and data entry.
  • Fortified company safety and organization by creating and monitoring procedures for data entry.
  • Performed extensive data entry to streamline daily operations and increase overall efficiency.
  • Perform data entry of benefits information; assured accuracy of entered data.
  • Performed general administrative duties, data entry/processing, managed/maintained personnel records.
  • Compile daily/weekly/monthly data as requested and Data entry.
  • Performed data entry into two primary computer systems.
  • Performed data entry for company accounts payable/receivable.
  • Supervised data entry of applicants into system.
  • Completed metrics/data entry for projects.
  • Researched and resolved collections and billing disputes with tact and efficiency, as well as data entry, filing, billing.
  • Assist CEO, Managing Editor, and Sales Manager with administrative functions, data entry, and prepare advertisement sales contracts.
  • Process and audit all data entry including new-hire processing, I-9 verification, counseling notices, commendations, and various documents.

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50. Staff Members

low Demand
Here's how Staff Members is used in Human Resources Manager jobs:
  • Spearheaded the promotion of 8 staff members to management and supervisory positions and proactively identifies candidates for management back-ups as needed.
  • Determine functional requirements and needs of the Human Resource department based on interactions from reporting staff members and key organization stakeholders.
  • Developed, managed and budgeted for all administration areas and supervised administrative, facilities and safety/security staff members.
  • Authored employee handbook policy changes and hosted communication meetings providing education on changes to management and staff members.
  • Led HR departmental functions during two separate company acquisitions including the assimilation of approximately 30 new staff members.
  • Develop organizational flowcharts and work with staff members to facilitate necessary restructures within certain areas as needed.
  • Mediated to identify and resolve conflicts between staff members, clarifying work relationships and alleviating communication problems.
  • Handled staff members' problems, guaranteeing complaints and incidents were discovered immediately and resolved appropriately.
  • Worked closely with all staff members to ensure that their responsibilities are effectively and consistently discharged.
  • Managed seven staff members with recruitment responsibility for clinical, technical, administrative and leadership positions.
  • Facilitated employee performance management including coaching and mentoring staff members and resolving performance issues.
  • Developed and implemented employee recognition program in both production facilities for manufacturing staff members.
  • Facilitated AB 1825 Sexual Harassment training for supervisory and management level staff members.
  • Conducted benefit satisfaction survey and enhanced benefits based on feedback from staff members.
  • Recommended corrective actions for security violations made by internal and external staff members.
  • Supervised staff members and monitored performance to ensure optimal productivity.
  • Delivered leadership development training to management and key staff members.
  • Supervised and/or managed 80 staff members directly or indirectly.
  • Process approximately 100 visas for international staff members.
  • Supervised day-to-day responsibilities of three staff members.

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20 Most Common Skill For A Human Resources Manager

Income Tax Returns13.9%
Disciplinary Procedures11.2%
Personnel Files9.1%
Human Resources7.7%
Safety Program7.7%
Benefits Administration6.2%
Performance Management5.5%
Workers Compensation5%

Typical Skill-Sets Required For A Human Resources Manager

RankSkillPercentage of ResumesPercentage
1
1
Income Tax Returns
Income Tax Returns
10.5%
10.5%
2
2
Disciplinary Procedures
Disciplinary Procedures
8.5%
8.5%
3
3
Personnel Files
Personnel Files
6.9%
6.9%
4
4
Human Resources
Human Resources
5.9%
5.9%
5
5
Safety Program
Safety Program
5.8%
5.8%
6
6
Benefits Administration
Benefits Administration
4.7%
4.7%
7
7
Performance Management
Performance Management
4.2%
4.2%
8
8
Workers Compensation
Workers Compensation
3.8%
3.8%
9
9
Fmla
Fmla
2.9%
2.9%
10
10
EEO
EEO
2.6%
2.6%
11
11
Job Descriptions
Job Descriptions
2.6%
2.6%
12
12
Osha
Osha
2.5%
2.5%
13
13
Training Programs
Training Programs
2.2%
2.2%
14
14
Hris
Hris
2.2%
2.2%
15
15
Workforce
Workforce
2.1%
2.1%
16
16
Performance Reviews
Performance Reviews
2%
2%
17
17
Customer Service
Customer Service
1.7%
1.7%
18
18
ADP
ADP
1.6%
1.6%
19
19
Succession Planning
Succession Planning
1.5%
1.5%
20
20
Background Checks
Background Checks
1.5%
1.5%
21
21
Unemployment Claims
Unemployment Claims
1.5%
1.5%
22
22
Disciplinary Actions
Disciplinary Actions
1.5%
1.5%
23
23
Employment Laws
Employment Laws
1.4%
1.4%
24
24
Exit Interviews
Exit Interviews
1.4%
1.4%
25
25
Open Enrollment
Open Enrollment
1.3%
1.3%
26
26
Labor Relations
Labor Relations
1.3%
1.3%
27
27
Cobra
Cobra
1.2%
1.2%
28
28
Ensure Compliance
Ensure Compliance
1%
1%
29
29
Sexual Harassment
Sexual Harassment
1%
1%
30
30
Company Policies
Company Policies
0.9%
0.9%
31
31
Legal Compliance
Legal Compliance
0.9%
0.9%
32
32
Organizational Development
Organizational Development
0.8%
0.8%
33
33
State Regulations
State Regulations
0.8%
0.8%
34
34
Conflict Resolution
Conflict Resolution
0.8%
0.8%
35
35
I-9
I-9
0.7%
0.7%
36
36
Personnel Policies
Personnel Policies
0.7%
0.7%
37
37
Direct Reports
Direct Reports
0.6%
0.6%
38
38
Flsa
Flsa
0.6%
0.6%
39
39
Career Development
Career Development
0.6%
0.6%
40
40
Corrective Action
Corrective Action
0.6%
0.6%
41
41
Legal Requirements
Legal Requirements
0.6%
0.6%
42
42
Leadership Development
Leadership Development
0.6%
0.6%
43
43
Weekly Payroll
Weekly Payroll
0.5%
0.5%
44
44
Life Insurance
Life Insurance
0.5%
0.5%
45
45
Action Plans
Action Plans
0.5%
0.5%
46
46
Progressive Discipline
Progressive Discipline
0.5%
0.5%
47
47
Policy Development
Policy Development
0.5%
0.5%
48
48
Corporate Office
Corporate Office
0.4%
0.4%
49
49
Data Entry
Data Entry
0.4%
0.4%
50
50
Staff Members
Staff Members
0.4%
0.4%

12,148 Human Resources Manager Jobs

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