Enterprise Operations Manager jobs in Springfield, OR

The role: Reporting to the CEO, the Manager of Human Resources is a crucial role focused on improving the work environment, employee relations, retention, business processes, and learning to support growth. Specifically, you can expect to manage day-to-day issues, such as employee relations, compensation, and performance improvement while driving the strategy for longer-term learning priorities.

Why you are important to us: The ideal candidate is adept at performing needs analysis to identify gaps in areas of compensation, development, diversity, recruiting, and change management and partners with their team and subject matter experts to deliver solutions to meet the needs of the employee & business. The ideal candidate is someone who can be an extension of the company’s culture and can support the performance management and the learning development of all staff in a disarming, approachable, and professional way. They are comfortable working in an ever-changing, start-up-like environment, creatively adapting HR & employee development initiatives as we grow.

What You'll Do

• Deliver HR partnership to people managers through coaching, performance management, employee relations, and the orchestration of other HR services as the subject matter expert in Human Resources best practices.
• Researches and explains laws, policies, procedures, and legal affairs concerning employment to leaders, managers, and employees.
• Maintains and monitors compliance & other regulatory requirements.
• Addresses employee relations issues and promptly investigates any allegations such as harassment, work complaints, or other employee concerns while properly documenting activities.
• Consult with Legal when the need for legal counsel is necessary.
• Accurately answers general questions from employees and managers in a courteous and professional manner.
• Works closely with managers and supervisors with processing changes in personnel within established guidelines and requests authorization for exceptions. This may include promotions, changes in salary or other compensation, changes in shifts or positions, etc.
• Provides guidance and assistance on all employee performance improvement plans, and discipline.
• Conducts exit interviews and makes recommendations for improvements as appropriate.
• Proactively coaches managers and develops staff on how to seek solutions and redirect behaviors for healthier outcomes.
• Gathers, analyzes, and presents data to Leaders and recommends solutions supporting the culture and the defined HR and learning strategy.
• Identify training opportunities and roll out company-wide learning and development programs for all levels of staff development.
• Implement and maintain an LMS system to support organizational learning objectives.
• Partner with our external vendor to build programs designed to increase manager and leadership capabilities internally including coaching and organizational culture development initiatives.
• Partner with our external vendor to enhance the performance management process and drive initiatives to create a culture of continuous feedback.
• Manages the performance review process to ensure that reviews are processed timely, honestly, and appropriately.
• Optimize employee experience by overseeing onboarding and the entire employee lifecycle process (birthdays, anniversaries, milestones, etc.)
• Create a monthly company newsletter to communicate highlights, updates, recognitions, community relationships, etc.…
• Represent the company at business functions and help develop partnerships & relationships in the community.
• Maintains and coordinates employee recognition programs to help drive employee engagement.

Onboarding

• Oversees all local aspects of recruiting: the posting of vacant positions, screening and interviewing candidates, selection, and new hire orientations.
• Partner with our external vendor to review & enhance job descriptions.
• Ensures that new employee paperwork is completed accurately and provided to payroll in a timely manner.
• Ensure a smooth and effective hiring process for the hiring manager and their new hires as well as help facilitate easy transitions for internal transfers.

Compensation

• Ensure the compensation philosophy and administration are being supported and followed by partnering with the regional compensation SME and consulting with leadership.
• Partner with the regional compensation SME in Salary Surveys, salary investigations, etc. to ensure the organization is within market salary ranges.

Benefits

• Partner with the Benefits Manager to support our employees in learning and utilizing the benefits we offer.
• Champion and actively participate in the wellness initiatives developed, globally and regionally.

Qualifications:

• Bachelor’s Degree in Business Administration or related field or equivalent years of experience.
• MBA, preferred.
• Three to six years of Human Resources Management work experience is required, preferably within the healthcare industry.
• At least 8 years of supervisory experience is required.
• PHR/SPHR certification preferred.
• Ability to manage multiple priorities and work accurately and independently in a fast-paced environment with a minimum of supervision.
• Capable of data collection, analysis, and interpretation.
• Creation of documents to support data findings.
• Effective communication with visitors, residents, and staff members of all levels in the facility.
• Advanced computer skills.
• Displays a high degree of discretion, professionalism, positive attitude, and confidentiality.
• Proficient in Excel, Microsoft Office