Julie Billiart Network
Human Resources Manager
Julie Billiart Network, Cleveland, Ohio, us, 44101
Job Type
Full-time
Description
Job Title:
Human Resources Manager
Employee Classification:
Exempt / Full time (40 hours/week)
Employee Reports To:
CFO
Summary
Julie Billiart Schools is a network of schools serving children in grades K-8 with special learning challenges. Currently there are campuses in Lyndhurst, Akron, Westlake, and Brecksville that offer unique learning environments for students with autism, ADD/ADHD, dyslexia and social learning challenges. We are Catholic, non-public schools that respect diverse faith traditions.
Job Purpose
The human resources manager is responsible for developing plans for human resources matters such as compliance, compensation, benefits, health and safety. Supports the organization by devising strategies for performance evaluation, staffing, training and development. Provides sound advice to management on all human resource related subjects. Ensures that all human resources needs of the organization are being met and are aligned with business objectives.
Duties and Responsibilities
The following is a list of primary duties and responsibilities. Other duties to be assigned as needed. Reasonable accommodations can be made to employees with qualified disabilities who can perform the essential functions of the job, so long as there is no undue hardship created upon the organization or other employees within the organization.
Policy development and documentation
Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the organizationConducts a continuing study of all Human Resources policies, programs and practices to keep management informed of new developmentsEstablishes departmental measurements that support the accomplishment of goalsCreates and revises job descriptionsMaintains and revises the organization's handbook on policies and proceduresCompliance
Leads organization compliance with all existing governmental and labor legal and government reporting requirements including any related to FMLA, HIPAA, ERISA, COBRA, ACA, Americans with Disabilities Act, wage and hour regulations, worker compensation, etc. Understands the organization's obligation to fulfill its fiduciary responsibility with regard to HR issues. Maintains documentation and submits required reports to government entitiesEnsures that the organization complies with all applicable employment law in relation to hiring, termination, and compensation practicesCompiles detailed information for school accreditation.Anticipates and resolves litigation risksEmployee Relations
Partners with management to communicate Human Resources policies, procedures, programs and lawsRecommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivationConducts investigations when employee complaints or concerns are brought forthConducts investigations in accordance with established policy when allegations are made against staffProvides employee counselingHuman Resources Information Systems
Manages the development of a Human Resources Information System, including the involvement in software selection when necessaryMaintains the Human Resources Information System - including paper and online recordkeepingTraining and Development
Leads the implementation of a performance management system that includes performance improvement plans and employee development programsEstablishes an in-house employee training system that addresses organization training needsResponsible for onboarding new employees and new employee orientationLeads the implementation of organization safety and health programsDiscipline
Advises managers and supervisors regarding the progressive discipline system of the organizationMonitors the implementation of a performance improvement process for non-performing employees.Review, guides and approves management recommendations for employment terminationCompensation
Establishes the organization's wage and salary structure, pay policies, and oversees the variable pay systems within the organization including bonuses and raisesLeads competitive market research to establish pay practices and pay rates that help to recruit and retain superior staffMonitors all pay practices and systems for effectiveness and cost containmentCreates staff contractsBenefits
Responsible for benefits administrationManages the benefits enrollment process including open enrollment, employee benefits changes, etc.Evaluates benefits offered and makes recommendations for changesInvolvement in selection process when benefits changes are considered, including analysis of health insurance benefit programs, 401K programs, etc.Budget
Together with the CFO develops, analyzes, and updates the organization's salary and benefits budgetsHiring
Establishes and leads recruiting and hiring practices and procedures necessary to recruit and hire a superior staffOversees recruitment efforts for all non-teaching staff, including writing and placing job adsScreens employment candidates Interviews management-level candidates; serves as an interviewer for position finalistsResponsible for employee background checks and fingerprintingConducts exit interviews with employees and school families who leave the organizationCoordinates hiring of teaching staff with Director of Teacher Recruiting.Organization Development
Designs, directs and manages an organization-wide process that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change managementIdentifies and monitors the organization's culture so that it supports the attainment of the organization's goals and promotes employee satisfactionKeeps the President/CEO and the executive team informed of significant changes in employment law or problems that jeopardize the achievement of the organization's goalsMaintains organization chartProfessional Development
Participates in continuing education and professional development and other training programs offered to increase skill and proficiency related to the assignment.Reviews current developments, changing legal requirements, and technical sources of information related to job responsibility.Performs other tasks and duties and assumes other responsibilities as may be assigned by the CFO, President or designee.
Requirements
Education / Certifications
Required:
Bachelor's degree in Human Resources, Business or Organization Development from an accredited institutionExperience
Required:
Minimum of 5 years of experience in Human ResourcesBroad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations.Experience in the administration of benefits and compensation programs and other Human Resources programs.Preferred:
Prior work experience in a non-profit organization.Active affiliation with appropriate Human Resources networks and organizationsQualifications
Required:
Skills and abilitiesExcellent computer skills in a Microsoft Windows environment. Must include Excel and skill in database management and recordkeeping.Excellent interpersonal and coaching skillsIndependent and innovative self-starter who can display an ability to learn rapidly and adapt quickly changing situationsAbility to work independently and perform human resources duties with a minimum need for direct supervision and reviewMust be highly organized with exceptional attention to detail and accuracyCreative and strategic problem solving abilitiesExceptional ability to work collaboratively and to provide excellent customer service to internal staff and external partnersAbility to communicate clearly, concisely, and professionally both orally and in writingBelief and commitment to the JB way and mission and to embracing the Sisters of Notre Dame's philosophies and teachingsWorking Conditions
The work of this class is generally sedentary and performed in an office environment. Requires the use of computers and other office equipment.Physical Requirements
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to speak, stand, talk, walk, sit, see, and hear (corrected or uncorrected). The employee is occasionally required to climb, stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 20 pounds.
Supervision Received
Reports to and is evaluated by the CFO. The Human Resources Manager must be able to work autonomously under the general direction of the CFO.
Direct Reports
None.
Conclusion
This job description is intended to convey information essential to understanding the scope of the job and the general nature and level of work performed within this job. However, this job description is not intended to be an exhaustive list of responsibilities, duties, qualifications or physical demands associated with the position.
Julie Billiart Schools is an equal opportunity employer and does not discriminate on the basis of race, color, religion, gender (including pregnancy), sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty or status as a covered veteran in accordance with applicable federal, state and local laws. Julie Billiart Schools complies with applicable state and local laws governing nondiscrimination in employment
Full-time
Description
Job Title:
Human Resources Manager
Employee Classification:
Exempt / Full time (40 hours/week)
Employee Reports To:
CFO
Summary
Julie Billiart Schools is a network of schools serving children in grades K-8 with special learning challenges. Currently there are campuses in Lyndhurst, Akron, Westlake, and Brecksville that offer unique learning environments for students with autism, ADD/ADHD, dyslexia and social learning challenges. We are Catholic, non-public schools that respect diverse faith traditions.
Job Purpose
The human resources manager is responsible for developing plans for human resources matters such as compliance, compensation, benefits, health and safety. Supports the organization by devising strategies for performance evaluation, staffing, training and development. Provides sound advice to management on all human resource related subjects. Ensures that all human resources needs of the organization are being met and are aligned with business objectives.
Duties and Responsibilities
The following is a list of primary duties and responsibilities. Other duties to be assigned as needed. Reasonable accommodations can be made to employees with qualified disabilities who can perform the essential functions of the job, so long as there is no undue hardship created upon the organization or other employees within the organization.
Policy development and documentation
Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the organizationConducts a continuing study of all Human Resources policies, programs and practices to keep management informed of new developmentsEstablishes departmental measurements that support the accomplishment of goalsCreates and revises job descriptionsMaintains and revises the organization's handbook on policies and proceduresCompliance
Leads organization compliance with all existing governmental and labor legal and government reporting requirements including any related to FMLA, HIPAA, ERISA, COBRA, ACA, Americans with Disabilities Act, wage and hour regulations, worker compensation, etc. Understands the organization's obligation to fulfill its fiduciary responsibility with regard to HR issues. Maintains documentation and submits required reports to government entitiesEnsures that the organization complies with all applicable employment law in relation to hiring, termination, and compensation practicesCompiles detailed information for school accreditation.Anticipates and resolves litigation risksEmployee Relations
Partners with management to communicate Human Resources policies, procedures, programs and lawsRecommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivationConducts investigations when employee complaints or concerns are brought forthConducts investigations in accordance with established policy when allegations are made against staffProvides employee counselingHuman Resources Information Systems
Manages the development of a Human Resources Information System, including the involvement in software selection when necessaryMaintains the Human Resources Information System - including paper and online recordkeepingTraining and Development
Leads the implementation of a performance management system that includes performance improvement plans and employee development programsEstablishes an in-house employee training system that addresses organization training needsResponsible for onboarding new employees and new employee orientationLeads the implementation of organization safety and health programsDiscipline
Advises managers and supervisors regarding the progressive discipline system of the organizationMonitors the implementation of a performance improvement process for non-performing employees.Review, guides and approves management recommendations for employment terminationCompensation
Establishes the organization's wage and salary structure, pay policies, and oversees the variable pay systems within the organization including bonuses and raisesLeads competitive market research to establish pay practices and pay rates that help to recruit and retain superior staffMonitors all pay practices and systems for effectiveness and cost containmentCreates staff contractsBenefits
Responsible for benefits administrationManages the benefits enrollment process including open enrollment, employee benefits changes, etc.Evaluates benefits offered and makes recommendations for changesInvolvement in selection process when benefits changes are considered, including analysis of health insurance benefit programs, 401K programs, etc.Budget
Together with the CFO develops, analyzes, and updates the organization's salary and benefits budgetsHiring
Establishes and leads recruiting and hiring practices and procedures necessary to recruit and hire a superior staffOversees recruitment efforts for all non-teaching staff, including writing and placing job adsScreens employment candidates Interviews management-level candidates; serves as an interviewer for position finalistsResponsible for employee background checks and fingerprintingConducts exit interviews with employees and school families who leave the organizationCoordinates hiring of teaching staff with Director of Teacher Recruiting.Organization Development
Designs, directs and manages an organization-wide process that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change managementIdentifies and monitors the organization's culture so that it supports the attainment of the organization's goals and promotes employee satisfactionKeeps the President/CEO and the executive team informed of significant changes in employment law or problems that jeopardize the achievement of the organization's goalsMaintains organization chartProfessional Development
Participates in continuing education and professional development and other training programs offered to increase skill and proficiency related to the assignment.Reviews current developments, changing legal requirements, and technical sources of information related to job responsibility.Performs other tasks and duties and assumes other responsibilities as may be assigned by the CFO, President or designee.
Requirements
Education / Certifications
Required:
Bachelor's degree in Human Resources, Business or Organization Development from an accredited institutionExperience
Required:
Minimum of 5 years of experience in Human ResourcesBroad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations.Experience in the administration of benefits and compensation programs and other Human Resources programs.Preferred:
Prior work experience in a non-profit organization.Active affiliation with appropriate Human Resources networks and organizationsQualifications
Required:
Skills and abilitiesExcellent computer skills in a Microsoft Windows environment. Must include Excel and skill in database management and recordkeeping.Excellent interpersonal and coaching skillsIndependent and innovative self-starter who can display an ability to learn rapidly and adapt quickly changing situationsAbility to work independently and perform human resources duties with a minimum need for direct supervision and reviewMust be highly organized with exceptional attention to detail and accuracyCreative and strategic problem solving abilitiesExceptional ability to work collaboratively and to provide excellent customer service to internal staff and external partnersAbility to communicate clearly, concisely, and professionally both orally and in writingBelief and commitment to the JB way and mission and to embracing the Sisters of Notre Dame's philosophies and teachingsWorking Conditions
The work of this class is generally sedentary and performed in an office environment. Requires the use of computers and other office equipment.Physical Requirements
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to speak, stand, talk, walk, sit, see, and hear (corrected or uncorrected). The employee is occasionally required to climb, stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 20 pounds.
Supervision Received
Reports to and is evaluated by the CFO. The Human Resources Manager must be able to work autonomously under the general direction of the CFO.
Direct Reports
None.
Conclusion
This job description is intended to convey information essential to understanding the scope of the job and the general nature and level of work performed within this job. However, this job description is not intended to be an exhaustive list of responsibilities, duties, qualifications or physical demands associated with the position.
Julie Billiart Schools is an equal opportunity employer and does not discriminate on the basis of race, color, religion, gender (including pregnancy), sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty or status as a covered veteran in accordance with applicable federal, state and local laws. Julie Billiart Schools complies with applicable state and local laws governing nondiscrimination in employment