Manager, HR

Make an impact by joining ServiceSource, a champion for people with disabilities. Explore new opportunities! ServiceSource is an organization of talented people who drive innovation, embrace change, and strengthen communities.

The Human Resources Manager leads and directs a team of HR staff and work strategically and proactively with the aligned leadership team to understand and execute the company's strategic goals and enforce HR policies and practices as it relates to current and future talent needs, retention, recruiting, benefits and leave, and employee complaints and grievances. This position supports multiple locations and will be required to travel to the various sites.

Primary Duties

The requirements listed below are representative of the knowledge, skill, and ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Manages all aspects of aligned portfolio to ensure that employment practices are following all government and EEOC policies, procedures, and regulations. Supervises a team of three HR employees.
• Educates managers on changes to existing policies and/or Human Resources processes. Coordinates the completion of all necessary on-boarding materials and documentation for all new hires, rehires, transfers, and promotions.
• Provides focused level employee support, including complex issues such as complaints, employee counseling reports, employee performance improvement plans, employee relations, grievances, layoffs, terminations, and annual performance reviews.
• Manages new hire orientation for aligned portfolio and ensures that all regulatory documentation is completed and filed correctly in the employees' personnel and compliance folders.
• Runs regular reports of HR data in Workday (Human Resources Information System) and rectify any identified error(s). Ensure timely enrollment of benefits is completed by new hires within 30 days of hire.

Additional Responsibilities

• Ensures HR partners' completion of initial onboarding and employee life cycle
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment laws that require Affirmative Action for the organization.
• Educates managers and employees on HR standard operating procedures. Maintains accurate and comprehensive records of all investigations and resulting conclusions. Communicates results to affected employees and managers. Notes ongoing complaint trends and suggests policy changes or clarifications. Ensures timely processing of Reasonable Accommodation requests and FMLA requests. Discusses discrepancies with management.
• Ensures current job descriptions are assigned on each employee's record and updated as necessary as notified by managers.
• Ensures timely communication of training requirements for new hires, promotions, and transfers. Conducts training classes when requested.
• Participates in and ensures HR compliance with all regulatory bodies.
• Leads the maintenance of confidential personnel files and benefits records in accordance with the organization's policies and HR laws. Communicates ServiceSource's policies and procedures consistently, clearly, and objectively. Performs other responsibilities as assigned.

Qualifications: Education, Experience and Certification(s)

• Requires a bachelor's degree in human resources or a related discipline and a minimum of five (5) to ten (10) years of hands-on experience in HR showing a progression of increased responsibility.
• 10-15 years of work-related experience may substitute for a bachelor's degree.
• Prior direct supervisory experience required.
• Willingness and ability to travel locally in the Fairfax, VA area required.
• Possess HR certification or the ability to obtain HR certification preferred.

Knowledge, Skills, and Abilities

• In depth knowledge of human resources laws and corresponding compliance requirements required including FLSA, FMLA, SCA, COBRA, EEO, ERISA, and HIPAA.
• Communicate in a confident, clear, and professional manner, verbally and in written communications.
• Ability to inspire, coach, and lead a team.
• Conduct all work with high sense of confidentiality, accuracy, and professionalism.
• Ability to work effectively in a fast-paced work environment.
• Communicate with executives and senior leadership.
• Strong computer skills to include proficiency with Microsoft Office software, specifically Word and Excel.
• Requires ability to learn and become expert user of HRIS system (Workday).

Safety & Health Responsibilities

ServiceSource is committed to providing and maintaining a safe, secure, and healthy work environment for all employees, persons-served, volunteers and visitors. As part of this commitment, ServiceSource has developed safety, security and occupational health policies, practices, guides, and standards. With this understanding, all employees are required to:

• Adhere to all local, state, and federal safety and environmental codes, ordinances, standards, and laws.
• Adhere to all corporate and local safety plans, policies, practices, and standards.
• Be aware of and follow all safety rules of your work site.
• Report any unsafe conditions or accidents to your supervisor.
• Practice standard precautions (formerly universal precautions) always.
• Participate in mandatory or available safety training.

Physical Demands

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 stand; reach with hands and arms; and talk or hear. The employee is occasionally required to walk and sit. The employee may occasionally lift or move products and supplies, up to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, depth perception, and ability to adjust focus.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level in the work environment is usually quiet.

What We Offer - for Benefit Eligible Employees May Include:

Because ServiceSource hires the best people, we work hard to provide benefits that make their lives better, so we offer a comprehensive benefit program which features:

• Health coverage for you and your family through Medical, Dental, and Vision plans.

• Financial protection with 100% company paid Disability, Life, Accidental Death & Dismemberment insurance.

• A 403(b)-Retirement plan in which the company matches dollar for dollar on a generous percentage matching up to 3% of your contribution.

• Tax advantages through Flexible Spending and Health Savings accounts that allow you to pay for specific healthcare and dependent care expenses with pre-tax dollars.

• To help you manage your work and life needs, we offer an Employee Assistance Program, Wellness Program, and Tuition Assistance.

• A generous paid time-off program in which the benefits increase based on your tenure with the company.

We are an Equal Employment Opportunity Employer, making employment decisions without regard to a person's race, color, religion, sex (including pregnancy, sexual orientation, gender identity and transgender status), national origin, age (40 or older), veteran status, disability, or any other protected class. We are an E-Verify Employer and a drug-free workplace. Pre-employment background checks are required for all employment positions.

PAY TRANSPARENCY POLICY STATEMENT:

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information