Accountabilities/Responsibilities of the Star Island Corporation's Human Resources Manager

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The HR Manager is the principal administrator of Star Island Corporation’s personnel programs and is responsible for meeting strategic and operating goals in this area. The HR Manager will provide day – to – day management, administration, and vision to ensure that the company has proper policies, procedures and reporting in place to effectively and efficiently implement the personnel programs of the organization. This is a three-quarter time, year-round position.

Major Duties & Responsibilities

Human Resources

SIC has a core staff of approximately ten year-round employees and approximately 120 individuals hired annually for some portion of the summer. The HR Manager has the responsibility to develop and implement policies, procedures, and/or programs for recruitment, selection, training, placement, safety, employee benefits and services, compensation, organization planning, and employee development for SIC’s year round and seasonal staff.

The HR Manager will ensure compliance with a board level Personnel Policy, including the implementation of an annually updated personnel handbook. This includes but is not limited to:

• Annual training of department heads and supervisors on basic labor laws as applied to SIC employees, as well as standard practice for hiring, evaluation and termination.
• Assurance of proper training for all employees holding special management roles, including grievance officers.
• Distribution of personnel handbook to each employee annually.
• Annual orientation of seasonal incoming employees on the general personnel policies and procedures of SIC.
• Annual compensation review in preparation for budget creation that assures SIC salaries and benefits are competitive in the local market.
• Periodic review of job descriptions to ensure compliance and relevance to SIC operating and strategic goals.
• Administration of all benefit plans, worker compensation claims, and personnel policies.

The HR Manager will also create and maintain efficient administrative systems for employment paperwork, including but not limited to:

• Applications for 100+ employees per year, including health information forms, I-9 forms, references, etc.
• Evaluations for all said employees, assuring all evaluations are completed and properly maintained in employee records
• Employment agreements for all said employees, including verifying all employment terms with supervisors and maintaining written records of all acceptances from employees.
• Payroll coordination for all said employees, including assuring Finance Department is appraised of pay rate changes, etc.

The HR Manager will ensure compliance in all of the above with all external regulations including:

• Proper privacy controls on health data and I-9 information in applications
• Proper criminal screening privacy policies and maintenance of data in applications (for volunteers as well as employees)
• Annual review of state and federal labor laws, worker’s compensation regulations, criminal background check regulations, and other applicable regulations to assure SIC’s personnel practices are in compliance.
• Meet all federal, state and insurer reporting requirements for benefit plans, payroll and labor laws.
• Provide monitoring reports on personnel policy issues for the board as required in the board personnel policy.
• Remain current on trends and practices in personnel management.

The HR Manager will create and maintain personnel policies and systems that foster employee satisfaction and development including:

• Monitor and advise on issues such as employee relations, conflict/grievance mediation and resolution, and performance management.
• Work closely with department heads and provide them coaching, guidance and continuous feedback, as well as develop strategies to enhance overall employee satisfaction.
• Encouraging employee growth through the planning and implementation of internal trainings and researching, maintaining and disseminating information regarding external professional development opportunities.
• Effectively matching and developing the abilities of employees with the needs of the SIC.
• Establishing and implementing effective conflict resolution programs and policies.

Organizational Management & Development

• Provide human resource direction and guidance on all employee related issues.
• Provide strategic and business planning input in personnel and other areas relevant to the HR Manager’s role at SIC.
• Participate in budget development for all areas relevant to the HR Manager’s role at SIC.

Qualifications Needed

• Bachelors Degree in applicable discipline and/or an equivalent number of years experience (5+) in a management position overseeing human resources, preferably in a non-profit organization
• Demonstrated success in developing and delivering employee training programs
• Demonstrated success in policy and procedure development and implementation
• Demonstrated success in communications with diverse employee populations
• Strong verbal and written communications skills needed
• Some familiarity with employment and cultural issues in seasonal organizations helpful