Human Resources Manager develops human resources policies and programs and directs the staff in managing and implementing programs that support employee engagement, productivity, and company objectives. Manages key HR functions, including recruiting, employee/labor relations, health and safety, compensation, benefits, training, diversity, payroll, and employee records. Being a Human Resources Manager develops and delivers internal staff communications. Evaluates, selects, and manages relationships with vendors to provide supplemental HR processes and services. Additionally, Human Resources Manager maintains employee records of pay, benefits, accidents, performance, and other activities and files reporting required to comply with labor laws and regulations. Collaborates with leadership on special projects. Requires a bachelor's degree. Typically reports to a director. The Human Resources Manager manages subordinate staff in the day-to-day performance of their jobs. True first level manager. Ensures that project/department milestones/goals are met and adhering to approved budgets. Has full authority for personnel actions. To be a Human Resources Manager typically requires 5 years experience in the related area as an individual contributor. 1 - 3 years supervisory experience may be required. Extensive knowledge of the function and department processes. (Copyright 2024 Salary.com)
Job Summary
Reporting to the Corporate Director of HR this position is responsible for providing day-to-day management and administration of payroll functions across all business units in conjunction with Senior HR management and Corporate HR Manager. This position will be assigned to carry out responsibilities in one (or more) of the following functional areas: payroll, wage/salary administration, time keeping, 401k, Benefits, government reporting, policy implementation, employment law and compliance as it relates to payroll and benefits.
The Benefit/Payroll Manager develops, implements, administers and maintain benefits programs, policies and procedures. Ensure programs are equitable, meet employee needs, comply with legal requirements, and are cost effective. Develops benefits communications and counsels employees on benefits related issues. Evaluates existing benefits programs against peer organizations to determine competitive, trends and development.
Payroll:
Human Resources:
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Competencies
Source: Hospitality Online
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