All Human Resources Managers not listed separately.
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Organizes, plans, develops, and directs the implementation and administration of human resources functions and carries out policies and procedures relating to all phases of human resources activities. Directs activities relating to personnel rules and regulations, staffing, employee education and training, management development, labor relations, affirmative action, workers compensation administration, benefits administration, and salary administration. This position may report to the Top Human Resources Officer or the Chief Executive Officer and typically supervises the Employee Relations Manager and/or the Human Resources Manager; however, in smaller organizations all levels of management may not be present.: Approves and directs new employee orientation to foster positive attitude toward company goals. Investigates problems incidental to sound and uniform personnel administration, such as working conditions, disciplinary actions, and employee and applicant appeals and grievances. Provides guidance and recommendations for problem resolutions. Keeps records of insurance coverage, pension plan, and personnel transactions, such as hires, promotions, transfers, and terminations. Recommends and implements procedures to reduce absenteeism and turnover. Prepares budget of human resources operations. Recruits, interviews, and selects employees to fill vacant positions. May investigate accidents and prepare reports for insurance carrier. May conduct wage surveys within labor market to determine competitive wage rate. May contract with outside suppliers to provide employee services, such as food services, transportation, or relocation service.
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Organizes, plans, develops, and directs the implementation and administration of human resources functions and carries out policies and procedures relating to all phases of human resources activities. Directs activities relating to personnel rules and regulations, staffing, employee education and training, management development, labor relations, affirmative action, workers compensation administration, benefits administration, and salary administration. This position may report to the Top Human Resources Officer or the Chief Executive Officer and typically supervises the Employee Relations Manager and/or the Human Resources Manager; however, in smaller organizations all levels of management may not be present.: Approves and directs new employee orientation to foster positive attitude toward company goals. Investigates problems incidental to sound and uniform personnel administration, such as working conditions, disciplinary actions, and employee and applicant appeals and grievances. Provides guidance and recommendations for problem resolutions. Keeps records of insurance coverage, pension plan, and personnel transactions, such as hires, promotions, transfers, and terminations. Recommends and implements procedures to reduce absenteeism and turnover. Prepares budget of human resources operations. Recruits, interviews, and selects employees to fill vacant positions. May investigate accidents and prepare reports for insurance carrier. May conduct wage surveys within labor market to determine competitive wage rate. May contract with outside suppliers to provide employee services, such as food services, transportation, or relocation service.
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Assists the Human Resources Director in organizing, planning, developing, and directing the implementation and administration of human resources functions and in carrying out policies and procedures relating to all phases of human resources activities. Assists in directing activities relating to personnel rules and regulations, staffing, employee education and training, management development, labor relations, affirmative action, workers compensation administration, benefits administration, and salary administration.: Investigates problems incidental to sound and uniform personnel administration, such as working conditions, disciplinary actions, and employee and applicant appeals and grievances. Provides guidance and recommendations for problem resolutions. Keeps records of insurance coverage, pension plan, and personnel transactions, such as hires, promotions, transfers, and terminations. Recommends and implements procedures to reduce absenteeism and turnover. Assists in preparing budget of human resources operations. May recruit, interview, and select employees to fill vacant positions. May investigate accidents and prepare reports for insurance carrier. May conduct wage surveys within labor market to determine competitive wage rate.
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Plans, develops, establishes, implements, and administers the personnel and human resources management function in accordance with objectives of organization. Directs human resource functions including staffing, employee orientation, education, and training, management development, employee and labor relations, affirmative action compliance, policies and procedures, workers compensation administration, wage and salary administration, benefits administration, organization development, and employee assistance. Directs staff personnel who assist in identifying, evaluating, and resolving human relations and work performance problems within establishment to facilitate communication and improve employee human relations skills and work performance. Typically reports to the Chief Executive Officer or the Chief Operations Officer; and Human Resources Director may report to this position.: Confers with organization officials to plan business objectives, to develop organizational policies, and to coordinate specific functions. Functions may include safety and health and security. Talks informally with establishment personnel and attends meetings to facilitate effective interpersonal communication among participants and to ascertain human relations and work-related problems that adversely affect employee morale and establishment productivity. Evaluates human relations and work-related problems and meets with supervisors, managers, and executives to determine effective remediation techniques, such as job skill training or personal intervention, to resolve human relations issues among personnel. Responsible for training to instruct establishment managers, supervisors, and workers in human relation skills, such as supervisory skills, conflict resolution skills, interpersonal communication skills, and effective group interaction skills. May approve individuals for technical job-related skills training to improve individual work performance. May have responsibility for labor contract negotiations.
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Plans, develops, establishes, implements, and administers the personnel and human resources management function in accordance with objectives of organization. Directs human resource functions including staffing, employee orientation, education, and training, management development, employee and labor relations, affirmative action compliance, policies and procedures, workers compensation administration, wage and salary administration, benefits administration, organization development, and employee assistance. Directs staff personnel who assist in identifying, evaluating, and resolving human relations and work performance problems within establishment to facilitate communication and improve employee human relations skills and work performance. Typically reports to the Chief Executive Officer or the Chief Operations Officer; and Human Resources Director may report to this position.: Confers with organization officials to plan business objectives, to develop organizational policies, and to coordinate specific functions. Functions may include safety and health and security. Talks informally with establishment personnel and attends meetings to facilitate effective interpersonal communication among participants and to ascertain human relations and work-related problems that adversely affect employee morale and establishment productivity. Evaluates human relations and work-related problems and meets with supervisors, managers, and executives to determine effective remediation techniques, such as job skill training or personal intervention, to resolve human relations issues among personnel. Responsible for training to instruct establishment managers, supervisors, and workers in human relation skills, such as supervisory skills, conflict resolution skills, interpersonal communication skills, and effective group interaction skills. May approve individuals for technical job-related skills training to improve individual work performance. May have responsibility for labor contract negotiations.
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Plans, develops, and establishes policies and objectives of the human resource function in accordance with objectives of organization. Plans and directs human resource functions including employment, orientation and training, policies and procedures, wage and salary administration, benefits, labor relations. Typically reports to the Chief Executive Officer or the Chief Operations Officer and Personnel Director reports to this position.: Confers with organization officials to plan business objectives, to develop organizational policies and to coordinate functions. Functions may include health and safety, and security. Directs staff personnel who assist in identifying, evaluating, and resolving human relations and work performance problems within establishment to facilitate communication and improve employee human relations skills and work performance. Talks informally with establishment personnel and attends meetings to facilitate effective interpersonal communication among participants and to ascertain human relations and work related problems that adversely affect employee morale and establishment productivity. Evaluates human relations and work related problems and meets with supervisors, managers, and executives to determine effective remediation techniques, such as job skill training or personal intervention, to resolve human relations issues among personnel. Responsible for training to instruct establishment managers, supervisors, and workers in human relation skills, such as supervisory skills, conflict resolution skills, interpersonal communication skills, and effective group interaction skills. May approve individuals for technical job-related skills training to improve individual work performance. May have responsibility for labor contract negotiations.
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Plans, develops, and establishes policies and objectives of the human resource function in accordance with objectives of organization. Plans and directs human resource functions including employment, orientation and training, policies and procedures, wage and salary administration, benefits, labor relations. Typically reports to the Chief Executive Officer or the Chief Operations Officer and Personnel Director reports to this position.: Confers with organization officials to plan business objectives, to develop organizational policies and to coordinate functions. Functions may include health and safety, and security. Directs staff personnel who assist in identifying, evaluating, and resolving human relations and work performance problems within establishment to facilitate communication and improve employee human relations skills and work performance. Talks informally with establishment personnel and attends meetings to facilitate effective interpersonal communication among participants and to ascertain human relations and work related problems that adversely affect employee morale and establishment productivity. Evaluates human relations and work related problems and meets with supervisors, managers, and executives to determine effective remediation techniques, such as job skill training or personal intervention, to resolve human relations issues among personnel. Responsible for training to instruct establishment managers, supervisors, and workers in human relation skills, such as supervisory skills, conflict resolution skills, interpersonal communication skills, and effective group interaction skills. May approve individuals for technical job-related skills training to improve individual work performance. May have responsibility for labor contract negotiations.
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Coordinates all human resources outsourcing activities, including providing direction and education in the analysis, strategy, and implementation of all outsourcing activities to internal departments and external outsourced partners. Supports, manages, and administers outsourcing contracts for human resources services across the organization.: Sources outsourcing opportunities and negotiates and implements outsourcing contracts. Advises internal upper management and outsource company management on contractual rights, obligations, and legal issues. Analyzes outsourcing contract information for terms and conditions, key strategic information, and financial opportunity. Requests or approves amendments to or extensions of human resources outsourcing contracts. Oversees the execution of requests for proposals (RFP's), requests for qualification (RFQ's), and invitations to bid (ITB's). Develops, implements, and enforces outsourcer guidelines and service level agreements. Conducts regular site visits to observe and analyze outsourcing contract performance, including administrative competence, provider adherence to established standards, verification that services billed were delivered according to the contract, efficiency of program activities, and achievement of contracted outcomes. Reviews outsourcing provider’s reimbursement requests for compliance with contracted budgets and approves payment. Investigates outsourcing provider and/or consumer complaints related to contracted human resources service.
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Manages and participates in planning, developing, recommending, and implementing human resources activities, policies, procedures, and programs for an organization. Manages activities relating to staffing, employee education and training, management development, labor relations, affirmative action, benefits administration, and salary administration. Typically reports to Human Resources Director and may have Human Resources Supervisors and/or generalists reporting to this position; however, in smaller companies the manager may be the first level supervisor.: Plans and conducts new employee orientation to foster positive attitude toward company goals. Keeps records of insurance coverage, pension plan, and personnel transactions, such as hires, promotions, transfers, and terminations. Investigates accidents and prepares reports for insurance carrier. Participates in compensation and benefit surveys and/or conducts wage survey within labor market to determine competitive wage rate and remain apprised of current trends. Writes separation notices for employees separating with cause, and conducts exit interviews to determine reasons behind separations. Prepares reports and recommends procedures to reduce absenteeism and turnover. Hires, trains, evaluates employee performance, and recommends or initiates promotions, transfers, and disciplinary action. Prepares and analyzes department budget to identify budget needs and/or reductions, and may allocate operating budget funds. May represent company at personnel-related hearings and investigations. May contract with outside suppliers to provide employee services such as food services, transportation, or relocation service. May administer pre-employment tests to applicants. May supervise clerical workers. May keep records of hired employee characteristics for governmental reporting purposes. May negotiate collective bargaining agreement. May include management of employee relations activities.
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