Human Resources Manager

Job Description: Human Resources (HR) Manager

Supervised by: Executive Director

Work Location: Fitchburg, WI (Hybrid - required to travel to office 3 times/month)

FLSA Classification: Exempt

HR Manager Salary Range: $70,000 - $85,000 annually

The Registry, Inc. is dedicated to recognizing and celebrating the accomplishments of educators who nurture and educate children from birth to 12 years of age. Our organization is committed to accurately verifying and tracking professional achievements and growth through various membership opportunities for early childhood care and afterschool educators across the states of Michigan (MiRegistry), Minnesota (Achieve), and Wisconsin (Wisconsin Registry). 

Essential Functions:

The HR Manager is responsible for all routine functions of the HR department, acting as the sole HR representative. This role involves developing and executing HR strategies, ensuring legal compliance, managing talent acquisition, onboarding, performance management, compensation and benefit programming, and nurturing a positive agency culture.  

Primary Responsibilities include:

Employee Relations

• Participate and support employee disciplinary meetings, investigations, and terminations.
• Oversee and manage performance management processes (e.g. annual, check-ins).
• Manage and support employee complaint investigations.
• Partner with leadership and employees to enhance engagement and retention.
• Build, maintain, and enhance agency’s employee engagement activities (e.g. birthday cards, service awards).
• Oversee and manage the biannual employee survey. Works in partnership with Executive Director and Agency Leadership to analyze survey results and review next steps to support agency morale and connectedness.
• Build and maintain positive relationships with diverse internal employees.
• Create and distribute monthly internal HR Newsletter.
• Paylocity HRIS Lead Administrator for recruitment, onboarding, employee records, expense reporting, performance management, payroll, reporting, and offboarding. 

Benefits & Compensation

• Develop, audit, and maintain compliance with federal, state, and local employment laws and regulations ensuring organizational employment policies and procedures maintain compliance.
• Interpret, communicate, train, and administer human resource policies, procedures, laws, standards, and government regulations. Seeks guidance from agency leadership, as appropriate, and collaborates with legal counsel when necessary.
• Manage documented compliance with agency HR trainings (e.g. Anti-Harassment).
• Maintain payroll records to ensure compliance with applicable federal, state, and local laws and regulations.
• Support the accurate and timely processing of payroll transactions, including new hires, terminations, salary changes, and deductions.
• Properly record, track, and administer compliance with end of employment.
• Ensure standardized job descriptions are up to date and accurate through job evaluation processes.
• Conduct regular compensation market analysis. 
• Manage the compensation increase processes and compensation review for new or modified positions upon Executive Director request.
• Participate in benefit strategy meetings with insurance broker and leadership stakeholders.
• Manage the annual benefits renewal, open enrollment, and qualifying event processes for all employee benefits.
• Research, analyze, and propose compensation and benefit programming.
• Prepare and present benefit orientation to all employees within 40 days of hire and annually for open enrollment.
• Oversee enrollment or change processes for staff entering or leaving benefit eligibility status.
• Administrate and manage agency benefit programs (e.g. medical, dental, vision, disability, life, AD&D, 401(k)).
• Support employee benefits related questions or escalates as necessary with insurance broker.
• Manage all benefit-related regulatory and reporting processes (e.g. SPDs).
• Manage LOA and ADA requests.
• Administer workers’ compensation processes.
• Administer safety compliance programming and annual reporting (e.g. OSHA 300 Log) requirements.

Policy & Procedure

• Design and implement employee policy and procedure programs that foster a sense of belonging, engagement, and collaboration across a globally distributed team.
• Review, track, and maintain documented compliance with The Registry, Inc.’s Employee Handbook.
• Annually, or as needed, review The Registry, Inc.’s Employee Handbook. Partnering with legal counsel when appropriate.
• Oversee and maintain employment policies, procedures, and employment records.

Recruitment and Onboarding:

• Implement, manage, and execute the talent acquisition process which includes job description development, sourcing candidates, interviewing, hiring of qualified applicants, and support with organizational onboarding process.
• Partner with organizational leadership to understand and execute the organization's human resource and talent strategy in relation to recruitment, retention, and succession planning.
• Manage new hire and active employee background check process.
• Maintain I-9 compliance within HRIS.

Teamwork and Collaboration:

• Professionally represent The Registry, Inc. and maintain positive working relations with state partners.
• Assist leadership team with HR focused content and materials for newsletters, team meetings, state partner meetings, and board meetings.
• Gather workforce analytics, insights, and reporting in close partnership with the Executive Director and Agency Leadership, as necessary, to support the development, execution, and ongoing refinement of agency and contract specific programming.
• Participate in internal work groups, as requested or interest arises.
• Attend and participate in scheduled weekly agency leadership meetings.
• Attend and participate in scheduled weekly contract team staff meetings and others, as requested.
• Attend Supervisor CoP meetings.

Client, External Partners, and Community Relations:

• Maintains positive relationships with external partners (e.g. state partners, insurance broker, financial advisory firm, legal counsel), vendors (e.g. Paylocity, Quartz, Delta, Equitable), and community associations (e.g. SHRM, GMA SHRM, nonprofit associations).
• Manage benefit provider website new hire, open enrollment, and qualifying event entry.
• Partner with benefit partners for escalation of support needs, including but not limited to: plan design, claims administration and appeals, COBRA, HRIS Data Integrity.
• Partner with the Director of Communications & Marketing to coordinate annual ordering of service awards.
• Attend partner meetings, as requested.

Board Relationships and Collaboration:

• Attends quarterly Governing Board meetings and responds to inquiries or concerns related to organizational human resources.
• Serves on the Board Governance Committee. 
• Partners with Governing Board on employment-related matters associated with the Executive Director.
• Supports the Board Officers with the agency’s Executive Director performance management process.
• Supports board recruitment, onboarding, and offboarding of members, as necessary.

This job description describes the general nature and scope of responsibilities for this position.

Please note other duties and responsibilities may be assigned or removed at any time.

Education and Experience:

• Degree in higher education from an accredited college or university in business administration, human resources, strategic leadership, or related field. Commensurate prior professional experience of at least five years progressive work experience in human resources with a similar organization.
• Preferred candidate will have 3 years of HR generalist experience, hands-on experience with Paylocity HRIS, and working knowledge of employment laws in Wisconsin, Minnesota, and Michigan.

Skills and Ability:

• Professionalism: Ability to work in a highly political and professional climate where judgement calls will be a key component with the ability to maintain appropriate professional boundaries in complex or emotionally charged situations.
• Accurate and Efficient Data Entry: Proficient in data entry with a minimum typing speed of 45 words per minute.
• Confidentiality: Ability to manage sensitive information with a high level of confidentiality.
• Computer Competence: Knowledgeable in computer systems and various software, including Microsoft Office (Teams, Word, Excel, PowerPoint, and Outlook) and Human Resource Information Systems (HRIS). Familiar with databases, office equipment, scanners, printers, and Bluetooth devices.
• HRIS Software: Proficiency with HRIS Software, Paylocity is preferred.
• Strong Organizational Skills: Highly skilled in managing multiple priorities across a diverse team while maintaining timely response times.
• Strong Written and Verbal Communication: Excellent ability to share information clearly and effectively.
• Independent Work Ethic: Capable of managing and completing multiple assignments and priorities with minimal supervision, demonstrating strong organizational skills.
• Effective Interpersonal Skills: Able to establish and maintain productive working relationships with personnel at all levels of the organization and external partners.
• Public Speaking Experience: Comfortable in speaking with internal and external partners, including a Governing Board, on HR related topics.
• Preferred Bilingual Proficiency: Fluent in Spanish, enabling effective communication with diverse populations.

Working Conditions:

• Hybrid/Remote:
• High speed internet connection: Must be able to maintain an internet connection with a minimum of 50 mbps download speed and 10 mbps upload speed.
• This requirement is higher (100 mbps download) for households with shared usage of internet connection during working hours.
• Environment: Must provide dedicated office space including a desk in a home that is private and without distractions to be used during scheduled working hours.
• Equipment: The following office equipment is provided by employer i.e. laptop, two (2) computer monitors, keyboard, mouse, headset, computer chair. Additional equipment may be assigned based on position.
• Transportation: Must secure reliable transportation to and from the Fitchburg office as required for training, internal meetings, etc. Expenses related to daily commutes will not be reimbursed.
• Physical Conditions:
• Prolonged periods of sitting and/or standing at a desk while working on a computer using multiple screens.
• Manual dexterity and coordination is required over 50% of the work period while operating equipment such as a computer keyboard, mouse, scanner, etc.
• Able to regularly lift 10 lbs. and occasionally lift 25 lbs.