The Strategic HR and Development Manager will be expected to take a comprehensive role, not only fulfilling the normal duties of HR related to compliance, compensation and benefits, employee grievances, and staffing and recruiting; but also take initiative to build and foster a culture of professional development. The Strategic HR and Development Manager will be expected to report directly to the CEO, identifying opportunities to educate, coach, and mentor all employees to be more strategic, educated, capable, and empowered leaders.
The Strategic HR and Development Manager will prioritize team building, professionalism, efficiency of communication and process, and generally take an investigative and proactive approach to maximizing employee fulfillment to optimize engagement and buy-in, creating a sustainable and healthy culture of professionalism. Eberlestock strives to be a thought-leader and innovator, testing and proving new ideas and concepts which support, empower and uplift our staff with the intent of finding, developing, and retaining sustainable talent.
TheStrategic HR and Development Manager will be expected to play an invariably diverse and comprehensive role, generally responding to and engaging in all initiatives which support the staff, their sense of fulfillment and wellbeing, and the improvement of their team, resources, and capabilities. The Strategic HR and Development Manager will additionally play a critical role in helping the CEO develop and pursue the vision and mission of the company by ensuring the alignment of all members of the team through a combination of formal and informal education and training.
The Strategic HR and Development Manager should maintain a “force multiplier” mindset, seeking opportunities to elevate and refine the professional capabilities of all employees, recognizing the compounding effect the team has on itself. The Strategic HR and Development Manager should seek to employ sophisticated strategies to recruit, hire and equitably compensate talent.
The Strategic HR and Development Manager must possess core HR competencies such as maintaining employee files, enforcing and maintaining compliance and settling employee grievances.
The Strategic HR and Development Manager will be expected to exemplify the Core Values of Eberlestock: Integrity, Professionalism & Accountability, Honor, Innovation, and Humility and further be expected to maintain their unwavering dedication to fostering these values in any way possible within the team to build and refine a sustainable and winning culture.
RESPONSIBILITIES
• Handling staffing affairs including recruiting, hiring and salary negotiation
• Developing training materials for new hires
• Coming up with effective compensation ranges and strategies for employees based on geographic and industry trends using available market data
• Ensuring legal compliance with labor practices
• Investigating escalated employee concerns and finding solutions
• Maintaining employee policy and handbook
• Updating and maintaining written job descriptions according to changing roles and responsibilities
• Prioritizing the scheduling and coordination of internal team-building events
• Developing training materials and the scheduling of training sessions for existing employees to implement, train, and enforce new company policies, processes, and systems
• Coordinating training of benefit programs for employees with new and existing benefit providers
• Analyzing internal workflows, processes, and channels of communication to find opportunities to improve and optimize efficiencies using coaching methods, systems, educational programs, project management tools, etc.
• Coaching leadership practices and professional development to foster a professional, efficient and empowering culture
• Formalizing, scheduling, and participating in periodic formal performance reviews
• Maintaining employee files to include compliance documents, informal counseling statements, and formal periodic reviews
• Building professional development roadmaps for junior level employees to gain access to online education opportunities, learn from and shadow senior level leadership, receive clear and attainable goals and initiatives related to education and experience
CRITICAL SKILLS & ABILITIES
• Familiarity with SHRM
• Performance management
• Ability to monitor and prioritize multiple deadlines and projects simultaneously
• Training & Education plan development
• Coaching
• Supervision and leadership
• Developing standards and processes
• Teambuilding
• Providing feedback
• Organizational skills
• Written and spoken communication skills
• Presentation skills
• Interpersonal skills and problem solving
• Proficiency with office software
