Interplace, Inc.
HR Specialist
Interplace, Inc., San Francisco, California, United States, 94199
Develops Human Resources policies and programs for the entire company. The major areas covered are organizational planning, organizational development, employment, indoctrination and training, employee relations, compensation, benefits, safety and health, and employee services. Originates Human Resources practices and objectives that will provide a balanced program throughout all divisions. Coordinates implementation through Human Resources staff. Reports to the Chair as the ranking Human Resources executive in the company. Assists and advises senior management on Human Resources issues.
Essential Job Functions Formulates and recommends Human Resources policies and objectives for the entire company. Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale. Identifies legal requirements and government reporting regulations affecting Human Resources function (e.g., OSHA, EEO, TEFRA, ERISA, Wage & Hour). Monitors exposure of the company. Directs the preparation of information requested or required for compliance. Approves all information submitted. Acts as primary contact with labor counsel and outside government agencies. Protects interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Approves recommendations for terminations. Reviews employee appeals through complaint procedure. Directs a process of organizational planning that evaluates structure, job design, and manpower forecasting throughout the company. Coordinates activities across division lines. Evaluates plans and changes to plans. Makes recommendations to senior management. Directs a process of organizational development that primarily addresses succession planning throughout the company. Coordinates activities across division lines. Evaluates plans and changes to plans. Makes recommendations to senior management. Establishes wage and salary structure, pay policies, performance appraisal programs, employee benefit programs and services, and company safety and health programs. Monitors for effectiveness and cost containment. Establishes standard recruiting and placement practices and procedures. Reviews variances to schedules. Interviews executive-level candidates. Establishes in-house management training programs that address company needs across division lines (e.g., MBO, Performance Appraisal, Interviewing). Defines all Human Resources programs, and authority/responsibility of Human Resources and line management within those programs. Provides necessary education and materials to line management and employees—workshops, manuals, employee handbooks, standardized reports. Oversees implementation of programs through Human Resources staff. Monitors administration to standards. Identifies opportunities and resolves discrepancies. Selects and coordinates use of Human Resources consultants, insurance brokers, insurance carriers, pension administrators, training specialists, labor counsel, and other outside sources. Conducts a continuing study of all Human Resources policies, programs, and practices to keep top management informed of new developments. Directs the preparation and maintenance of such reports as are necessary to carry out functions of the department. Prepares periodic reports to top management, as necessary or requested. Keeps supervisor informed of significant problems that jeopardize the achievement of objectives, and those which are not being addressed adequately at the line management level. Gathers information and provides necessary information to the Management for union contracts. Participates in negotiations of the collective bargaining process.
Education & Experience Bachelor’s degree in Business Administration, Human Resources or similar degree. 3 years of experience in human resources to include: recruiting, benefits administration, leaves of absence management, workers’ compensation, employment compliance and processes, and file management. Minimum of 2 years of human resources experience at the management level. Minimum of 2 years of payroll processing and reporting experience required. Experience with HRIS and Automated Time & Attendance systems preferred. Strong interpersonal skills including good judgment and ability to develop and maintain effective and collaborative working relationships with the Anchor team while maintaining appropriate confidentiality. Desire to be part of a collaborative team committed to supporting the values and mission of Anchor Brewing Company. Excellent verbal and written communication skills. Generalist background with broad knowledge of employment, compensation, organizational planning, employee relations, and training and development. Well-developed administrative skills. Strong management skills—principles and people. Experienced working with more than two divisions.
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Essential Job Functions Formulates and recommends Human Resources policies and objectives for the entire company. Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale. Identifies legal requirements and government reporting regulations affecting Human Resources function (e.g., OSHA, EEO, TEFRA, ERISA, Wage & Hour). Monitors exposure of the company. Directs the preparation of information requested or required for compliance. Approves all information submitted. Acts as primary contact with labor counsel and outside government agencies. Protects interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Approves recommendations for terminations. Reviews employee appeals through complaint procedure. Directs a process of organizational planning that evaluates structure, job design, and manpower forecasting throughout the company. Coordinates activities across division lines. Evaluates plans and changes to plans. Makes recommendations to senior management. Directs a process of organizational development that primarily addresses succession planning throughout the company. Coordinates activities across division lines. Evaluates plans and changes to plans. Makes recommendations to senior management. Establishes wage and salary structure, pay policies, performance appraisal programs, employee benefit programs and services, and company safety and health programs. Monitors for effectiveness and cost containment. Establishes standard recruiting and placement practices and procedures. Reviews variances to schedules. Interviews executive-level candidates. Establishes in-house management training programs that address company needs across division lines (e.g., MBO, Performance Appraisal, Interviewing). Defines all Human Resources programs, and authority/responsibility of Human Resources and line management within those programs. Provides necessary education and materials to line management and employees—workshops, manuals, employee handbooks, standardized reports. Oversees implementation of programs through Human Resources staff. Monitors administration to standards. Identifies opportunities and resolves discrepancies. Selects and coordinates use of Human Resources consultants, insurance brokers, insurance carriers, pension administrators, training specialists, labor counsel, and other outside sources. Conducts a continuing study of all Human Resources policies, programs, and practices to keep top management informed of new developments. Directs the preparation and maintenance of such reports as are necessary to carry out functions of the department. Prepares periodic reports to top management, as necessary or requested. Keeps supervisor informed of significant problems that jeopardize the achievement of objectives, and those which are not being addressed adequately at the line management level. Gathers information and provides necessary information to the Management for union contracts. Participates in negotiations of the collective bargaining process.
Education & Experience Bachelor’s degree in Business Administration, Human Resources or similar degree. 3 years of experience in human resources to include: recruiting, benefits administration, leaves of absence management, workers’ compensation, employment compliance and processes, and file management. Minimum of 2 years of human resources experience at the management level. Minimum of 2 years of payroll processing and reporting experience required. Experience with HRIS and Automated Time & Attendance systems preferred. Strong interpersonal skills including good judgment and ability to develop and maintain effective and collaborative working relationships with the Anchor team while maintaining appropriate confidentiality. Desire to be part of a collaborative team committed to supporting the values and mission of Anchor Brewing Company. Excellent verbal and written communication skills. Generalist background with broad knowledge of employment, compensation, organizational planning, employee relations, and training and development. Well-developed administrative skills. Strong management skills—principles and people. Experienced working with more than two divisions.
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