Description:
The Human Resources and Training Manager leads high level personnel functions and
training/compliance for the agency. In collaboration with the Director of Human
Resources, the incumbent manages and/or provides oversight into critical tasks and
processes including (but not limited to) worker’s compensation, leave administration,
employee discipline and investigations, performance management, HRIS
oversight/configuration, benefits administration, safety, and employee
retention/engagement. This role also coordinates and executes training programs and
initiatives while ensuring compliance with regulatory agencies.
Essential Functions:
**The following duties are considered essential functions of the position.
Reasonable accommodation may be made to enable qualified individuals with
disabilities to perform these functions**.
Departmental Supervision, Leadership and General:
- Provides day-to-day supervision, leadership and guidance to Recruiting and
Retention Specialist, Human Resources Specialist, Administrative Assistant, and
training personnel.
- Holds direct reports accountable for quality work standards, commitments,
deadlines, documentation, and internal/external service expectations.
- Manages, assigns and reviews work of direct reports; approves timesheets and
PTO requests.
- Participates in interviews and hiring decisions.
- Coaches and develops team; conducts performance evaluations and provides
constructive feedback.
- Addresses performance or conduct concerns in collaboration with Director.
- Serves as a strategic resource in providing consultation, advisement and
coaching to supervisors and leaders related to employee relations, performance
management, workforce development, engagement and other matters.
Employee Onboarding/Offboarding:
- Develops and executes processes that ensure all employees are onboarded and
offboarded smoothly and accurately; conducts regular review and audit to verify
compliance.
Recruitment Strategy and Workforce Planning:
- Collaborates with Recruiting and Retention Specialist to develop workforce
stabilization plans and recruitment strategies, build sustainable talent pipelines,
and maximize community partnerships and vendor resources.
HRIS Management:
- Serves as a subject matter expert for Paylocity and Provide systems.
- Regularly reviews, analyzes, recommends, and facilitates updates and additional
configurations based on efficiency and agency needs.
Payroll Assistance:
- Supports Payroll Coordinator with payroll processing during periods of absence,
as needed.
Employee Experience and Organizational Culture:
- Serves as a strategic partner and leader in advancing employee engagement,
culture-building, values integration, recognition efforts, and workforce retention
strategies.
- Collaborates with Director, team and leaders in the planning and execution of
employee events, development programs, and initiatives; tracks, monitors and
reports effectiveness and progress.
Training and Professional Development Execution:
- Serves as the functional administrator and primary business owner for the
agency’s learning-management and training-tracking systems, including course
assignments, user access, content, reporting, data accuracy, troubleshooting,
and coordination with vendors.
- Designs and creates curricula based upon regulatory requirements, leadership
feedback and organizational need.
- Maintains awareness and implements updates to training programs as
compliance changes mandate.
- Applies adult-learning and instructional-design practices to develop accessible
and effective training; evaluates participant understanding, competency,
completion, and training effectiveness; and modifies content or delivery methods
based on results and organizational needs,
- Research effective tools and available resources through state and state[1]contracted entities; develops and delivers training materials in accessible
formats and uses inclusive instructional practices to support varied learning and
communication needs.
- Coordinates annual re-fresher and professional development courses for
employees.
- Conducts competency based on-the-job training or classes to teach and
demonstrate principles, procedures and subject matter knowledge.
- Makes revisions to training policies, as needed.
Training Tracking and Compliance:
- Maintains accurate and timely training records, competency documentation,
certifications, expiration dates, and supporting documentation within approved
systems; monitors upcoming and overdue requirements; communicates
deficiencies to appropriate leaders; and supports corrective action plans.
- Establishes and follows escalation procedures for incomplete, expired,
unsuccessful, or overdue training and promptly notifies appropriate leadership of
compliance risks.
- Ensures flow of information through training programs, including changes in
service procedures, funding sources and accreditation regulations.
- Serves as an agency-wide resource for problem identification and resolution.
- Interacts with internal and external customers to identify opportunities to
improve quality training programs and provide feedback to leadership team.
- Conducts quality assurance audits of programs agency-wide to ensure training
programs are consistent with policies, procedures and regulations and agency
standards are maintained
- Develops and implements training in preparation of and response to internal and
external audits.
- Assists in the creation and tracking of quality performance metrics, reporting and
improvement targets.
Reporting/Recordkeeping/Data Metrics:
- Assists Director in the completion of mandatory reporting; generates and
analyzes reports within HRIS systems, as requested.
- Safeguards personnel, medical, payroll, investigation, accommodation, benefits,
and training information; maintains records in accordance with organizational
policy, applicable law, and established retention and access requirements.
- Develops, monitors, and communicates HR and training metrics, including
completion and compliance trends, turnover and retention information,
employee relations activity, leave and worker’s compensation trends, and other
assigned indicators; identifies risks and recommends improvements.
Employment Law and Policy/Procedure/Process Compliance:
- Stays abreast of federal, state and local employment laws and regulations;
enforces and monitors compliance throughout the organization.
- Advises Director regarding needed policy, practice, training, and system updates;
supports consistent application of organizational policies.
- Develops and maintains written procedures, process documentation, and cross[1]training plans to support continuity of critical HR and training functions.
Benefits and Leave Administration/Performance Management/Disciplinary:
- Supports Director and HR Specialist in the oversight and management of
employee benefits, worker’s compensation, leave administration, performance
management and completing disciplinary investigations, document preparation
and follow-up.
- Assists Director in the handling of prompt, impartial, and appropriately
documented workplace investigations; conducts interviews, prepares findings,
recommends action and maintains investigation files.
- Facilitates the agency-wide performance management process, including
evaluation schedules, forms, system workflows, manager training, completion
monitoring, documentation standards, and reporting.
Safety:
- Develops and implements competency-based training programs in compliance
with OSHA and accreditation regulations.
- Monitors employee use of training resources, tools and equipment,
tracks progress and changes programming as indicated.
- Maintains CRT certification and provides training to staff as required.
General/Other:
- Completes other projects and duties as assigned.
- Assists in developing and monitoring assigned HR and training budgets;
evaluates proposed resources and vendors; and promotes responsible, efficient
use of agency funds.
- Coordinates with approved vendors, consultants, regulatory representatives, and
community or state partners related to HR, training, benefits, safety, and
compliance functions; monitors service issues and elevates concerns to the
Director.
Requirements:
- Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Education, or a related field preferred.
-
Associate’s degree with substantial relevant experience may be considered in lieu of a bachelor’s degree.
-
Minimum of five (5) years of progressively responsible Human Resources experience required.
-
SHRM-CP, SHRM-SCP, PHR, or SPHR certification required, or ability to obtain certification within six (6) months of hire.
-
Experience working with HRIS platforms such as Paylocity, Workday, ADP, or similar systems required.
-
Strong proficiency in Microsoft Office applications required.
-
Experience supporting and servicing multiple remote locations preferred.
-
Demonstrated experience creating, delivering, and managing employee training and development programs in a compliance-regulated environment required.
-
Prior experience supervising, coaching, and providing formal work direction to HR and/or training personnel required.
-
Strong knowledge of HR best practices, employee development, and compliance standards preferred.
Knowledge/Skills/Abilities/Other:
- Mission focused; promotes and supports an inclusive, supportive and productive
workforce environment.
- Strong written and verbal communication skills.
- Excellent interpersonal skills to build positive relationships across all
organizational levels; fosters teamwork.
- Decision-making and problem-solving abilities with the ability to handle multiple
tasks simultaneously.
- Above average computer literacy and Microsoft application expertise.
- Able to maintain confidentiality and handle sensitive information with
professionalism.
- Effective time management skills and ability to produce consistent, quality work
product.
- Flexible and adaptable to an ever-changing, fast-paced environment.
- Data analysis skills.
- Proficient in public speaking and leading group training.
- Leadership, mentoring and coaching.
- Thorough knowledge of applicable federal, state, and local employment laws, as
well as human resources practices, processes, and compliance requirements.
- Experience with HRIS systems, preferably Paylocity.
- Ability to communicate in person and through electronic platforms.
- Responsive to time-sensitive employee relations or compliance matters.
- Familiarity with utilizing and navigating audio visual equipment.
- Flexibility with adjusting work schedule to facilitate early morning or evening
training sessions.
Travel Requirements:
- Occasional travel between work locations and agency events/training/conferences is
required. The employee must have the ability to travel by an approved means of
transportation.
Work Environment and Physical Demands:
- The Human Resources and Training Manager generally works within an office setting,
occasional travel for events, training, career fairs. etc. may be required. Prolonged
periods of sitting at a desk and working on a computer and must be able to lift up to15
pounds at times. Must be able stand and move freely for extended periods while
facilitating training sessions.
