HR​/Admin Manager

Summary:

The HR/Admin Manager role is a multifaceted role encompassing HR directives and facilities management aligned with the mission, vision, and values of AFI. The HR/ADMIN Manager will provide both strategic and tactical expertise in all areas of human resources, including talent acquisition, compensation, benefits, learning & development, employee relations, and HR administration.
Essential

Job Duties include, but are not limited to:

• Oversees all aspects of HR/ADMIN, including benefits, compensation, learning & development, talent acquisition, immigration, HR administration, and Facilities Management.

• Develops various engagement programs to further promote a positive and collaborative working environment.

• Manages the facility Human Resources Team and supervise all HR/ADMIN activities. Maintains all employee records.

• Advises managers on employee relations matters. Serves as a contact for employees to raise questions, concerns or make suggestions.

• Completes reports, proposals and plans for presentation to executive management.

• Assures compliance and completion of compliance training with all local, state, and federal employment laws.

• Payroll processing and management through Paylocity

• Maintain compliance with OSHA mandates including IIPP and Safety Programs

• Create and update company policies as needed.

• Provide administrative support to recruitment process as needed managing tasks such as job postings, generating candidate and offer letter correspondences, reference checks, pre-employment initiation or recruitment report preparation. Manage the temporary/contract employee program.

• Oversee and develop leaders in performance management accountability and processes, as set by the company.

• Management of FMLA and other Leave requirements, limits, and calculations.

Qualifications&

Skills:

• 5+ years of progressive HR and Administrative experience

• Excellent communication skills and ability to coach, influence, and partner with various levels of employees, particularly at the leadership level

• Strong competency within the HR function: succession planning, org design, coaching, recognition programs, talent management, communications, and change management