Arkansas Department of Workforce Services
Human Resources Manager
Arkansas Department of Workforce Services, Conway, Arkansas, us, 72035
This job was posted by https://www.arjoblink.arkansas.gov : For more information, please see: https://www.arjoblink.arkansas.gov/jobs/4371520
Incumbent should be located within the Arvest 4 State Operational Footprint (AR, KS, MO, OK). Position is hybrid and a designated Arvest office location will be determined at a later date.
SUMMARY: Operating with a high level of independence while also collaborating with the Chief People Officer and operating within Bank Group parameters, the Human Resources (HR) Manager is responsible for leading the strategic and tactical human resources functions for the local market or division. The incumbent will maintain compliance with Federal and State Laws, as well as all Arvest Bank policies, regarding personnel and labor law issues. The incumbent will oversee employment actions from recruiting, hiring, onboarding, training and coaching, promoting and terminating associates. The incumbent will advise managers on interpretation of Arvest Bank personnel policies, ensure legal requirements and Arvest Bank policy requirements are met with regard to record keeping for each associate, and share responsibility with other Human Resources Managers in area of effective associate relations. The incumbent is expected to deliver human resources services in accordance with Arvests best practice standards, business goals, and Mission, Values, and Code of Ethics.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.
Serve as a resource to associates on a variety of business and HR-related matters. Interpret policies and respond to inquiries. Proactively address employee issues by utilizing feedback and serving as the liaison between associates and leaders. Provides advice and counsel to associates and management regarding personnel practices, policy, and employment laws.Maintain and expand knowledge and understanding of existing and proposed federal and state laws/regulations affecting human resources management. Identify trends that could impact organizational objectives and/or operational resources. Interpret appropriate laws and policies, advising management and associates accordingly.Under the direction of the Diversity and Inclusion Officer, lead the diversity and cross-cultural efforts at the local level.Develop and implement strategic staffing plan for market. Coordinate with the HR Talent Acquisition team on job postings. Oversee outreach efforts, to include career fairs, job placement agencies (to include Veterans agencies), and other recruitment efforts. Contribute to the recruiting and hiring process by conducting job interviews and/or providing input in hiring decisions to help identify the best candidate for the position.Oversee the associate development effort for assigned market or division to include leadership development, succession planning, talent review, and career pathing.Advise managers and supervisors on documenting and counseling associates for discipline and performance problems in a legally defensible manner.In conjunction with the Associate Relations Department and governing Issue Resolution Procedures, oversee and direct the prompt and thorough review of any associate complaint of discrimination, harassment, or retaliation, as well as provide recommendations for the resolution of any such complaint. Protect and uphold Arvests Anti-Harassment and Anti-Retaliation policies by identifying opportunities for training and associate communications, consistently reinforcing policies, and advising managers of importance and appropriate action.Conduct and approve annual reporting such as Salary Review for Management, Performance Appraisal reporting, NMLS Membership/Renewals, and Required Training reporting.En ure personnel files are maintained in a manner complying with Arvest Bank requirements, federal, state, and local employment laws, and regulations.Attend and provide a positive contribution in various meetings such as HR Peer group and bank manager meetings, seminars, training programs, schools, etc.Build relationships and collaborate with cross-functional partners and all lines of business to help inform, shape, and design HR plans and activities.Understand and comply with bank policy, laws, regulations, and the bank\'s BSA/AML Program, as applicable to your job duties. This includes but is not limited to; complete compliance training and adhere to internal procedures and controls; report any known violations of compliance policy, laws, or regulations and report any suspicious customer and/or account activity.
SUPERVISORY RESPONSIBILITIES: \ May directly supervise 2 or more FTEs as assigned by the Manager. Carries out supervisory responsibilities in accordance with the organization\'s policies and applicable laws. Ensure direct reports have completed required compliance training and are adhering to all internal procedures and controls as it relates to bank policy, laws, regulations and Arvests BSA/AML Program. Responsibilities include interviewing, hiring, appraising performance, rewarding, and disciplining associates. The incumbent has the authority and the appropriate influence to make recommendations regarding hi
Incumbent should be located within the Arvest 4 State Operational Footprint (AR, KS, MO, OK). Position is hybrid and a designated Arvest office location will be determined at a later date.
SUMMARY: Operating with a high level of independence while also collaborating with the Chief People Officer and operating within Bank Group parameters, the Human Resources (HR) Manager is responsible for leading the strategic and tactical human resources functions for the local market or division. The incumbent will maintain compliance with Federal and State Laws, as well as all Arvest Bank policies, regarding personnel and labor law issues. The incumbent will oversee employment actions from recruiting, hiring, onboarding, training and coaching, promoting and terminating associates. The incumbent will advise managers on interpretation of Arvest Bank personnel policies, ensure legal requirements and Arvest Bank policy requirements are met with regard to record keeping for each associate, and share responsibility with other Human Resources Managers in area of effective associate relations. The incumbent is expected to deliver human resources services in accordance with Arvests best practice standards, business goals, and Mission, Values, and Code of Ethics.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.
Serve as a resource to associates on a variety of business and HR-related matters. Interpret policies and respond to inquiries. Proactively address employee issues by utilizing feedback and serving as the liaison between associates and leaders. Provides advice and counsel to associates and management regarding personnel practices, policy, and employment laws.Maintain and expand knowledge and understanding of existing and proposed federal and state laws/regulations affecting human resources management. Identify trends that could impact organizational objectives and/or operational resources. Interpret appropriate laws and policies, advising management and associates accordingly.Under the direction of the Diversity and Inclusion Officer, lead the diversity and cross-cultural efforts at the local level.Develop and implement strategic staffing plan for market. Coordinate with the HR Talent Acquisition team on job postings. Oversee outreach efforts, to include career fairs, job placement agencies (to include Veterans agencies), and other recruitment efforts. Contribute to the recruiting and hiring process by conducting job interviews and/or providing input in hiring decisions to help identify the best candidate for the position.Oversee the associate development effort for assigned market or division to include leadership development, succession planning, talent review, and career pathing.Advise managers and supervisors on documenting and counseling associates for discipline and performance problems in a legally defensible manner.In conjunction with the Associate Relations Department and governing Issue Resolution Procedures, oversee and direct the prompt and thorough review of any associate complaint of discrimination, harassment, or retaliation, as well as provide recommendations for the resolution of any such complaint. Protect and uphold Arvests Anti-Harassment and Anti-Retaliation policies by identifying opportunities for training and associate communications, consistently reinforcing policies, and advising managers of importance and appropriate action.Conduct and approve annual reporting such as Salary Review for Management, Performance Appraisal reporting, NMLS Membership/Renewals, and Required Training reporting.En ure personnel files are maintained in a manner complying with Arvest Bank requirements, federal, state, and local employment laws, and regulations.Attend and provide a positive contribution in various meetings such as HR Peer group and bank manager meetings, seminars, training programs, schools, etc.Build relationships and collaborate with cross-functional partners and all lines of business to help inform, shape, and design HR plans and activities.Understand and comply with bank policy, laws, regulations, and the bank\'s BSA/AML Program, as applicable to your job duties. This includes but is not limited to; complete compliance training and adhere to internal procedures and controls; report any known violations of compliance policy, laws, or regulations and report any suspicious customer and/or account activity.
SUPERVISORY RESPONSIBILITIES: \ May directly supervise 2 or more FTEs as assigned by the Manager. Carries out supervisory responsibilities in accordance with the organization\'s policies and applicable laws. Ensure direct reports have completed required compliance training and are adhering to all internal procedures and controls as it relates to bank policy, laws, regulations and Arvests BSA/AML Program. Responsibilities include interviewing, hiring, appraising performance, rewarding, and disciplining associates. The incumbent has the authority and the appropriate influence to make recommendations regarding hi