Human Resource Manager

Vintage Realty Company

Human Resource Manager

Shreveport, LA
Full Time
Paid
  • Responsibilities

    Benefits:

    401(k)

    Dental insurance

    Health insurance

    Vision insurance

    Objective: The Human Resource Manager oversees all human resources practices and processes within the property management company. This role is crucial in ensuring the company's HR operations run smoothly and effectively to deliver maximum value to the organization.

    Scope: The Human Resource Manager will oversee talent acquisition, employee relations, performance management, training and development, compensation and benefits, and compliance with HR laws and regulations. This role will work closely with the COO and Department Heads to align HR strategies with business goals, foster a positive work environment, and promote the company culture.

    Primary Responsibilities:

    Talent Acquisition and Recruitment

    Develop and implement effective recruitment strategies to attract and retain top talent. Manage the full recruitment cycle, including job postings, screening, interviewing, and onboarding. Collaborate with department heads to understand hiring needs and provide guidance on job descriptions and candidate selection.

    Employee Relations and Performance Management

    Act as a point of contact for employee issues, guiding HR policies and procedures. Develop and implement performance management systems to evaluate and improve employee performance. Conduct employee reviews, provide feedback, and develop performance improvement plans as needed.

    Training and Development

    Identify training needs and create development programs to enhance employee skills and career growth. Organize and conduct training sessions on various topics, including company policies, procedures, and best practices. Promote a culture of continuous learning and professional development within the organization.

    Compensation and Benefits

    Oversee the administration of compensation and benefits programs, ensuring competitiveness and compliance with legal requirements. Conduct salary surveys and analyze compensation trends to develop and update pay structures. Manage employee benefits programs, including health insurance, retirement plans, and other perks.

    Compliance and Risk Management

    Ensure compliance with federal, state, and local employment laws and regulations. Maintain and update employee records and HR databases. Develop and implement HR policies and procedures to ensure a safe and productive work environment.

    Strategic HR Planning

    Work with senior management to develop HR strategies that support the company's business objectives. Analyze HR metrics and trends to identify areas for improvement and develop action plans. Lead initiatives to improve employee engagement, retention, and overall workplace satisfaction.

    Business Metrics /KPIs

    Employee Turnover Rate: The Employee Turnover Rate measures the rate at which employees leave the company over a specific period. It is calculated by dividing the number of employees who left during the period by the average number of employees, then multiplying by 100. The goal is to maintain a turnover rate of less than 10% annually.

    Time to Fill Vacancies: The Time to Fill Vacancies metric tracks the average time it takes to fill open positions within the company. It is calculated by dividing the total number of days it takes to fill all positions by the number of positions. The goal is to reduce the average time to fill vacancies to 30 days or less.

    Employee Engagement Score: The Employee Engagement Score measures employee engagement and satisfaction through regular surveys. It is calculated as the average score from these surveys, typically rated on a 1-5 scale. The goal is to achieve an average engagement score of 4.0 or higher.

    Training and Development Participation Rate: The Training and Development Participation Rate tracks the percentage of employees participating in and completing training and development programs. It is calculated by dividing the number of employees who completed training by the total number of employees, then multiplying by 100. The goal is to ensure that at least 90% of employees participate in and complete their training programs.

    Employee Performance Improvement Rate: The Employee Performance Improvement Rate measures the percentage of employees who show improvement in performance after participating in performance management programs. This is calculated by dividing the number of employees who improved performance by the total number of employees in performance management programs, then multiplying by 100. The goal is to achieve an improvement rate of 85% or higher among employees in performance management programs.

    Compliance Rate: The Compliance Rate measures adherence to HR policies and regulatory requirements. It is calculated by dividing the number of compliance issues by the total number of HR policies and regulations. The goal is to maintain a compliance rate of 100%.

    Skills/Qualification Requirements

    Bachelor's degree in Human Resources, Business Administration, or a related field.

    Professional HR certification (e.g., PHR, SPHR) is preferred.

    Minimum of 2 years of experience in a human resources role, preferably in property management or a related industry.

    Strong knowledge of HR laws, regulations, and best practices.

    Excellent communication and interpersonal skills.

    Proven ability to lead and manage HR projects and initiatives.

    Proficiency in HR software and Microsoft Office Suite.

    Strong organizational and problem-solving skills.

    This description is intended as a guide only. The listed duties may be changed at the discretion of the incumbent’s supervisor. All other Job Requirements are noted in the Employee Handbook.