The Human Resources (HR) Manager manages the administration of the human resources policies, procedures, and programs. The HR Manager leads and coordinates Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes safety, quality, productivity and standards. The HR Manager is responsible for all or part of these areas: Employee Relations, Communication, Performance Management (through our Labor Management program), Attendance and Time Tracking, Compliance, Benefit Inquiries and Leave Management. The HR Manager reports directly to the HR Director, Supply Chain.
Primary Job Duties
- Enhances the organization’s human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices.
Attendance & Time Tracking:
- Maintains attendance & time tracking program by updating policies and procedures for all positions
- Ensures that the HR Business Partner team is upholding the policies and properly awarding corrective action
- Oversees the daily workflow of the department, while providing constructive and timely performance evaluations.
Benefits & Leave Management:
- Responsible for the communication of benefits programs such as life, health, dental and voluntary insurance plans; 401(k) plan; and employee assistance program
- Administer attendance policies; including vacation, sick leave, and leaves of absence (including FMLA and disability leave)
- Monitor compliance with federal, state, and local employment laws related to unemployment compensation, and any other employment-related requirements Assist in conducting and resolving investigations regarding employee complaints and concerns.
HR Business Partner Team Oversight:
- Provides support and guidance to HR Business Partners and other staff when complex, specialized and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
Create Culture of Performance and Recognition:
- Work with the Leadership team on creating programs and initiatives that drive employee engagement (Labor Management incentive program and recognition)
- Bachelors degree from accredited university (SHRM certification preferred)
- 6+ years working as an HR professional with increasing levels of responsibility
- 3+ years overseeing employee relations within a large Non-Exempt workforce (Distribution & Logistics experience preferred)
Knowledge, Skills & Abilities:
- Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws
- Experience in various other functions of HR including but not limited to: Policy Management, Employee Relations, Recruiting, Compensation, Performance Management and Legal/Compliance is a plus
- Proven track record as a strong business partner
- Strong knowledge of employment law, compliance and policy development and implementation.
- Excellent interpersonal skills and ability to effectively communicate at all levels of organization.
- Proficient in Microsoft Office
- Strong communication skills, both written and verbal.
- Ability to facilitate meetings and training sessions
- Demonstrated sensitivity to confidential materials/issues
Crocs is an Equal Opportunity Employer committed to a diverse and inclusive work environment.