Human Resources Manager

Overview

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Position description and scope include leadership across Human Resources, employee relations and lifecycle, training and development, wages and benefits, and Organization Development leadership. The role focuses on co-creating company culture and designing approaches to align staff with the organizations mission, values, and vision through performance, processes, and behavior.

Position Summary

The Human Resources Manager is highly experienced in both Human Resources leadership, employee relations and life cycle, training and development, wages and benefits; and Organization Development leadership, co-creation of company culture and designing approaches where staff align to the organizations mission, values and vision through performance, processes, and behavior.

Division Leadership Level: The HR Manager is a member of the Division Leadership Team, charged with collaborating with other department leaders and representing the HR/OD functions of the organization. The HR Manager plans, directs, and controls all strategic HR activities and works closely with Fund Administrator to ensure HR policies and practices are consistent organization-wide and OD practices are in place to connect mission and culture across all departments.

The HR Manager will work directly with organizational leaders at all levels on their various HR needs, particularly in the employee life-cycle: attraction, recruitment, onboarding, development, retention, transition, ongoing co-creation of company culture and self-awareness building of personnel, and succession planning; performance management; and employee/labor relations.

Department Level: The HR Manager is responsible for management and oversight of the HR Department and supervision of department personnel, overseeing all HR responsibilities and functions including payroll administration, benefits administration, employee and labor relations, staff recruitment & retention, training & development, and organization development.

The Human Resources Manager will be responsible for the following:

Key Duties And Responsibilities

• Payroll Administration: Enforce the accurate and timely bi-weekly payroll processing for over 60 employees as performed by supervisors and HR staff, including garnishments, and any special deductions.
• Payroll Administration: Enforce the accurate and timely review of timesheets by supervisors and address any escalated discrepancies.
• Payroll Administration: Provide accurate and timely financial information when requested.
• Payroll Administration: Maintain and enhance the electronic timekeeping system, ensuring each employee is set up in adherence to FLSA and that payroll administration is handled effectively by HR staff.

• Benefits Administration: oversee the development of a comprehensive assessment of current compensation for all levels of personnel, and make data-informed benefit and compensation recommendations.
• Benefits Administration: ensure that all employee benefits, wages, and bonuses are administered and communicated proactively with the staff as needed. Any economic matters under the Collective Bargaining Agreement must also be proactively communicated with staff union.
• Benefits Administration: Authorized contact for benefit vendors, developing strong working relationships to ensure effective and timely communications around benefit needs, reviewing vendor contracts and analyzing HR data to propose any employee benefit plan change recommendations, and to negotiate rates for plan benefits.
• Benefits Administration: Advanced calendaring of all open enrollment cycles and communicate important dates and changes to employees and staff union.

• Employee and Labor Relations, Labor Law & Compliance: Primary liaison over employee and labor relations, regulatory compliance, and state and federal employment law responsibilities, with consultation from Fund Administrator.
• Employee and Labor Relations, Labor Law & Compliance: Develop, execute, distribute, and enforce written personnel policies, procedures, and communications approved by Fund Administrator.
• Employee and Labor Relations, Labor Law & Compliance: Ensure HR staff, managers, and supervisors respond consistently, timely, and accurately to employee questions, issues, concerns, performance reviews, and feedback, referencing guidelines outlined in the employee manual, CBA, and/or other policies and procedures.
• Employee and Labor Relations, Labor Law & Compliance: Oversee the handling of, and coach supervisory staff on, employee discipline and job performance tracking, including grievances.
• Employee and Labor Relations, Labor Law & Compliance: Primary liaison during collective bargaining with staff union and Labor Management meetings.

• Staff Recruitment & Retention: Oversee recruitment and retention efforts, managing the employee life cycle including job descriptions, interviews, onboarding, and development of clear performance goals and expectations.
• Staff Recruitment & Retention: Manage recruitment for all personnel, including coordination with staffing agencies and the staff union.
• Staff Recruitment & Retention: Develop effective recruitment marketing and onboarding strategies.
• Staff Recruitment & Retention: Coach staff and provide guidance to supervisors to ensure retention of top talent aligned with the mission and processes.
• Staff Recruitment & Retention: Regularly review job descriptions with supervisors and staff, updating as needed and communicating changes to appropriate parties including staff union.
• Staff Recruitment & Retention: Monitor market trends to identify and recommend retention strategies and career development opportunities.

• Training & Development: Analyze and assess training needs, design new programs, determine participation, and consult on development plans.
• Training & Development: Evaluate and improve training content and delivery with vendors.
• Training & Development: Consult with Fund Administrator on guidance for leadership during performance evaluations and career development goals.
• Training & Development: Collaborate with Fund Administrator on staff career development, timelines, and succession planning.
• Training & Development: Report directly to Fund Administrator on personnel and career development matters.

• Organization Development: Work with Executive Team on organization structure design and process facilitation; drive organizational and cultural change in collaboration with stakeholders.
• Organization Development: Partner with executives to drive priorities through system-wide professional development and behavioral standards.
• Organization Development: Provide consultancy through a behavioral-science lens to support self-development and collective professional development, budgeting for and operationalizing effective performance standards.

Desired Qualifications, Experience, And Characteristics

Professional Qualification & Experience

• 8+ years of experience in a Taft-Hartley environment, benefit administration, non-profit, labor unions, movement building, mission-driven organizations, and/or similar environments.
• Bachelors Degree in Human Resources or Organizational Development/Management required.
• PHR, SPHR, SHRM-CP certification preferred.
• Familiarity with social and labor movements and political issues impacting the organization.
• Strong communication and interpersonal skills to convey complex issues to diverse audiences.
• Ability to synthesize information and provide data-informed recommendations; strong organizational and time-management skills.
• Proven change management leadership and commitment to diversity, equity, and inclusion.

• Personal Characteristics: Passionate commitment to the Mission, Vision, and Core Values. Adaptability, collaboration, and a positive team orientation.

• Technical Experience: Advanced HRIS (Paylocity preferred); Smartsheet for project management; experience in a hybrid work model; proficiency in Microsoft Office; familiarity with office equipment.

Career Development & Continuing Education Opportunities: Yes

Benefits

SEIU Healthcare IL Benefit Funds offers comprehensive health benefits (medical, dental, and vision) for employees and eligible dependents, including no premium option for employee only; competitive compensation; generous holidays and PTO; and a pension retirement plan.

Diversity, Equity & Inclusion: SEIU Healthcare IL Benefit Funds is an Equal Employment Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment regardless of race, color, religion, sex, age, national origin, protected veteran status, disability status, sexual orientation, gender identity or expression, marital status, genetic information, or any other characteristic protected by law.

Salary range: $80,000-$98,000

Note: The description contains references to multiple locations and market data; salary figures shown are indicative ranges and may vary by location.

Location: Chicago, IL

The SEIU Healthcare IL Benefit Funds vision is to create a more just and equitable society that fosters a lifetime of quality healthcare and financial security for all. We hope that our social justice values align with your professional desire to contribute and serve with purpose.

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