Development Manager supervises operations to execute an organization's fundraising strategies, campaigns, and capital development initiatives supporting short- and long-term organizational revenue objectives. Implements and supports donor stewardship programs to identify, develop, retain, and nurture a portfolio of individual and institutional donors. Being a Development Manager collaborates with corporate or governmental partnerships. Coordinates staff and stakeholders in event planning and communication to increase donor engagement. Additionally, Development Manager manages a donor database and tools to produce data-driven measurement and reporting of the progress of fundraising goals. May oversee or participate in the grant writing and proposal process. Typically requires a bachelor's degree. Typically reports to a manager. The Development Manager supervises a group of primarily para-professional level staffs. May also be a level above a supervisor within high volume administrative/production environments. Makes day-to-day decisions within or for a group/small department. Has some authority for personnel actions. To be a Development Manager typically requires 3-5 years experience in the related area as an individual contributor. Thorough knowledge of functional area and department processes. (Copyright 2024 Salary.com)
As the Human Resources Manager, you will be responsible for all company-related human resources actions and strategies. You will help to define our HR strategy, drive organization and talent development, and implement solutions to enhance our culture. A member of the Executive Leadership Team, you will play a pivotal role aligning HR practices, processes, procedures and services with our evolving business needs.
As the HR Manager, you will:
Manage day-to-day Human Resources operations. Plan, organize and direct all aspects of Human Resource management to ensure fair and equitable treatment of all employees, compliance with company policies and manage employee/employer relationships.
Develop, maintain, implement personnel policies, practices and procedures that comply with labor law and are consistent with corporate philosophies and culture.
Design and implement comprehensive talent acquisition and retention plans. Develop job descriptions and marketing procedures, candidate sourcing, participate in interview process, collaborate with leadership on labor forecasting and retention initiatives.
Actively work with leadership to develop and implement employee engagement and promote a positive company culture.
Develop relationships with local universities, communities and other related organizations. Actively participate in outreach initiatives representing the company, including career fairs.
Develop and administer a performance management system that aligns with job specific goals and with organizational priorities.
Collaborate with leadership to resolve employee relations issues including conflict resolution, investigations, employee disputes, attendance issues and general questions.
Analyze data and statistics for trends and patterns with attention to recruitment, compensation, hiring practices, engagement, turnover, performance management, and compliance with employment laws and regulations.
Coordinate new-hire onboarding including offers, pre-employment processes, orientation scheduling and presenting the Human Resource content of the orientation.
Oversight of the HR system, analyze system capabilities for enhancements or process improvement and implement where applicable.
Respond to all inquiries regarding government regulations and compliance. Ensure policies and practices adhere to all applicable Federal and State laws.
Administer FMLA, accommodations, and other leave of absence requests.
Participates as a strategic member of the leadership team.
Qualifications
Strong communication, organizational and analytical skills
Ability to coach leadership and employees to promote a positive work culture
Solid business and financial acumen
Demonstrated collaborative work style with ability to identify opportunities for improvement, develop strategies, implement solutions, influence decision makers
Ability to adapt and thrive in a changing, fast-paced and growing environment
Ability to make administrative and procedural decisions and judgments on sensitive, confidential issues
Thorough knowledge of employment law and HR best practices
Intermediate knowledge of MS Office suite and other internal management and Human Resources systems
Healthcare industry recruitment experience preferred
Ability to identify new and creative ways to source highly qualified candidates
Education and/or Experience
The position requires a Bachelor’s degree and 5 years of progressive experience in a Human Resources environment, preferably in a medical environment. A combination of education and experience in Human Resources may be considered. PHR, SPHR or SHRM certification preferred.
We are an equal opportunity/affirmative action employer committed to attracting, retaining, and maximizing the performance of a diverse and inclusive workforce. It is our policy to ensure equal employment opportunity without discrimination or harassment based on race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity or expression, age, disability, national origin, marital or domestic/civil partnership status, genetic information, citizenship status, uniformed service member or veteran status, or any other characteristic protected by federal state and/or local law.
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