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ACHIEVE HUMAN SERVICES, INC.

POSITION TITLE: HUMAN RESOURCES MANAGER

DEPARTMENT: HUMAN RESOURCES

REPORTS TO: PRESIDENT/CEO

GENERAL SUMMARY

The Human Resources Manager will lead and direct routine functions of the Human Resources (HR) department, including HR policies and procedures, benefits, Agency trainings, Human Resource Information System (HRIS) maintenance, employees & employment maintenance, reporting, recruitment, and the Agency front desk/customer service.

MAJOR DUTIES & RESPONSIBILITIES

HR POLICIES AND PROCEDURES

o Assists in development and review of Human Resources policies and procedures, including the Employee and Client Handbooks, and Client Policies. Ensures all documents meet HR standards and contractual obligations.

BENEFITS

o Maintains all aspects of Agency benefits administration inclusive of: the benefits planning and bid cycles, open and new hire enrollment, COBRA/BASIC. Maintain all benefits portals and acts as the primary point of contact with the Agency insurance benefits broker.

AGENCY TRAINING

o The HR Manager oversees, conducts, and completes all aspects of Agency trainings, including: budgeting for formal external training as required or recommended, monitoring the compliance of training requirements outlined by Agency stakeholders, and researching training and education opportunities that would enhance employee development and benefit persons served.

HUMAN RESOURCE INFORMATION SYSYTEM (HRIS) MAINTENANCE

o Maintains the Agency's HRIS portal with all current and accurate information, working closely with other department managers to utilize the HRIS software and ensure an effective and efficient workflow Agency-wide. The HR Manager oversees and ensures the electronic tracking of employee documents within the HRIS system.

o Responsible for all employee data, inclusive of new hire orientation, onboarding, and all administrative functions of employee off-boarding. The HR Manager maintains and ensures stakeholder compliance of all personnel files and monitors worker's compensation claims/unemployment activities, recommending systematic changes to reduce claims. The HR Manager will ensure that employee evaluations are reviewed and submitted from Agency managers, and is responsible for investigating disputes and disciplinary actions, recommending follow-up actions.

COMPLIANCE

o Maintains compliance with all Human Resources deliverables, such as bulletin board postings, Affirmative Action, Veteran reporting, and records retention.

o Completes the hiring process within Federal, State and Agency laws, policies and guidelines.

RECRUITMENT

o Responsible for all aspects of Agency recruitment and advertisement of job postings. Ensures there is a uniformity in the application of hiring criteria and selection procedures; and acts as a resource for Managers regarding related issues.

o Researches and updates information on incentives and competitive salaries/wages, and ensures that the Agency participates annually in a compensation survey and utilizes results to update annual salary/wage scales.

FRONT DESK & CUSTOMER SERVICE

o Oversees the Corporate Office Reception area, and provides direct management to the Front Desk Attendant/Receptionist. Ensures the timely delivery of Front Desk Attendant/Receptionist performance evaluations and quality customer support. The HR Manager supports Front Desk Attendant/Receptionist with documented administrative procedures pertinent to the HR functions that are maintained by the Receptionist.

The HR Manager will perform other duties as assigned by the President/CEO.

WORK ENVIRONMENT

A. Supervision

This position provides supervision for any Human Resources staff and the Front Desk Attendant/Receptionist.

B. Confidentiality

This position is exposed to highly confidential client and Agency information including, personnel actions, financial status, disability status, and demographic information.

C. Mental Application and Responsibility

Must be able to operate basic office equipment and various computer software with knowledge of word processing, databases and spreadsheets; type at least 50 WPM and be able to sit for long periods of time (50-75%) and ability to bend, lift and carry up to 20 pounds Ability to prioritize and organize workload, handle numerous tasks simultaneously, and work under pressure. Must be able to interact with people in person and on the telephone with tact, discretion and professionalism regarding confidential employment issues. Sound judgment involving daily contact with employees, supervisors, local and state officials is essential. General knowledge of current employment law in both Arizona and California.

D. Internal and Public Contacts

This position involves intensive interaction with staff, administrators, public leaders and others in the community on a regular basis.

E. Conditions and Equipment

Working conditions include office settings. Travel between sites may be required.

Must have reliable transportation and a valid Driver's License and be insurable by the Agency. Equipment operation includes general office equipment, computers, communication tools and motor vehicles.

ABILITIES

A. Language (Communication)

Bilingual (Spanish/English) is preferred. Must be able to communicate clearly and effectively through both oral and written communications.

B. Mathematical

Ability to apply basic arithmetic functions as they apply in this role. Data entry into Excel Spreadsheets. Tack quantities of items for supply and uniform ordering.

C. Reasoning

Bilingual in Spanish is preferred. Requires excellent communication skills; in-person, over the phone, and through electronic correspondence.

QUALIFICATIONS

A. Education:

Bachelor's degree in business or related field required; or equivalent experience.

B. Experience:

Requires at least 3 years' supervisory experience in HR and/or other benefits plan administration.

C. Other:
Must be over 21 years of age.

Must possess a valid driver's license.

Must be able to obtain a Level 1 Fingerprint Clearance Card.

Must be able to obtain valid certifications for Agency compliance within 90-days of employment.

Pass background check inclusive of Excluded Provider List System (EPLS) and the Health and Human Services (HHS) List of Excluded Individuals/Entities (LEIE).

Professional human resource certification preferred (SHRM-CP, SHRM-SCP, PHR).

DRUG-FREE WORK ENVIRONMENT

The Agency is committed to the development and maintenance of a drug free environment in accordance with the Drug-Free Workplace Act of 1988. Accordingly, the Agency will not tolerate any unlawful activity such as the possession, use, manufacture, distribution, and/or dispensation of a controlled substance on Agency-owned or controlled property. Any employee or client engaged in such prohibited conduct or convicted of a crime involving a workplace drug violation shall be subject to disciplinary action, up to and including termination. ACHIEVE Human Services, Inc. maintains and promotes a drug-free work environment and enforces a zero-tolerance policy for the use of alcohol, drugs and/or controlled substances.

HIPAA

Under the Health Information Portability and Accountability Act of 1996 (HIPAA) and its implementing regulations, a Covered Entity under HIPAA is legally obligated to maintain the privacy of client health information that it creates or receives. The Agency recognizes the importance of keeping medical information confidential and is dedicated to meeting the HIPAA obligations. All information that we have about clients we consider to be confidential, and we maintain technical and administrative safeguards to protect against unnecessary use and disclosure of it. We expect our employees to respect our clients' instructions regarding any incidental exposure to protected health information. We are committed to supporting our clients in their efforts to comply with both state and federal privacy laws.

OSHA

Everyone has the right to a safe workplace. The Occupational Safety and Health Act of 1970 was passed to prevent workers from being seriously harmed at work or killed at work, and the law requires employers to provide their employees with working conditions that are free of known dangers. The Act created the Occupational Safety and Health Administration (OSHA), which sets and enforces protective workplace safety and health standards which are maintained by the Agency. OSHA also provides information, training and assistance to workers and employers. Workers may file a complaint to have OSHA inspect their workplace if they believe that the Agency is not following OSHA standards or that there are serious hazards in the workplace. An injured worker may undergo a drug screening.

REASONABLE ACCOMMODATION

The Agency strictly adheres to the requirements of the Americans with Disabilities Act (42 U.S.C. Sections 12101 et seq.). While the Agency strives to appreciate the special needs of its disabled employees and provide the necessary, reasonable accommodations, it remains the responsibility of each employee subject to the provisions of the Act to promptly and effectively communicate in writing the need for accommodation to the Agency.

EQUAL EMPLOYMENT OPPORTUNITY

ACHIEVE Human Services, Inc. does not discriminate on the basis of race, color, ethnicity, national origin, religion, sex (including gender and pregnancy), sexual orientation, gender identity or expression, sexual harassment, retaliation, genetic information, age (40 and over), marital status, membership or activity in a local human rights commission, status with regard to public assistance, or any other basis prohibited by statute in employment or the provisions of services.