• Human Resources Manager

    Dibble EngineeringPhoenix, AZ

    Job #531806967

  • HUMAN RESOURCES MANAGER - PHOENIX, AZ

    Salary depends on level of skills and experience.

    SUMMARY

    This role of

    Human Resources Manager

    (HRM) develops policy, directs and coordinates human resources activities, such as recruitment and retention, training, employee relations, compensation/wage structure, benefits administration, career development, employment law compliance, performance management and employee services. Maintains and enhances the company's human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices. Core competencies include solid communication skills and decision-making capabilities based on analytical skills and critical thought processes.

    ACCOUNTABILITIES

    General Human Resources:

    • Consults legal counsel to ensure that policies comply with federal and state law.

    • Develops and maintains human resources systems that meet management information needs.

    • Oversees the analysis, maintenance, compliance, reporting and communication of records required by law or local governing agencies.

    • Writes and delivers presentations to management regarding human resources policies and practices.

    • Prepares annual budget of human resources operations.

    • Maintains historical human resource records by keeping past and current records safe and confidential.

    • Maintains professional and technical knowledge by attending educational workshops, reviewing professional publications, establishing personal networks, participating in professional societies.

    • Collaborates routinely with management.

    Training and Development:

    Employee training and development includes new hire orientation, leadership training, technical training and professional development seminars and workshops. HRM in conjunction with supervisors/management conducts needs assessments to determine when training is necessary and the type of training necessary to improve performance and productivity. HRM will coordinate with management to review employee performance to identify areas where employees could improve through job skills training or employee development, such as seminars or workshops on operations, leadership and project management. HRM will use knowledge of employee career development, training and future business needs to devise career tracks for employees who demonstrate the aptitude and desire for upward mobility.

    • Coordinates management training in interviewing, hiring, terminations, promotions, performance review, safety, and harassment.

    • Maintains the work structure by updating job requirements and role descriptions for all positions.

    • Prepares employees by establishing and conducting orientation and training programs.

    • Ensures planning, monitoring, and appraisal of employee work results by training managers to coach employees, scheduling management conferences with employees, hearing and resolving employee grievances, counseling employees and supervisors.

    • Administration of the Mentor Program.

    Employee Relations:

    Employee relations entails investigating and resolving workplace issues, resolving employee complaints, preserving employee relationships and ensuring effective company policies. HRM will examine current workplace policies and provide training to employees and managers on those policies to minimize the frequency of employee complaints due to misinterpretation or misunderstanding of company policies.

    • Partners with supervisors/management in appropriate resolution of employee relations issues.

    • Responds to employee inquiries regarding policies, procedures, and programs.

    • Prepares employee separation notices and related documentation, and conducts exit interviews to determine reasons behind separations.

    • Represents Company at personnel-related hearings and investigations.

    • Investigates accidents and prepares reports for insurance carrier.

    Recruitment and Retention:

    HRM will develop strategic solutions to meet workforce demands and labor force trends, coordinate with Practices and management to proactively identify needs, implement the recruitment and selection processes and is primarily responsible for decisions related to company branding as it relates to recruiting and retaining talented employees. Company branding as it relates to recruitment and retention means promoting the Company as an employer of choice and to evaluate the recruitment and selection process, as well as comprehensive benefits to find ways to appeal to highly qualified applicants.

    • Recruits, interviews and coordinates with potential employees to fill vacant positions at all levels.

    • Plans and conducts new employee orientation and integration to foster positive attitude toward Company vision and values.

    • Solicits employee input on satisfaction with their roles, responsibilities, careers and the Company.

    Compensation and Benefits:

    HRM develops strategic compensation plans and oversees management and implementation of employee benefits.

    • Analyzes wage and salary reports and data to determine competitive compensation plan.

    • Writes directives advising management of Company policy regarding equal employment opportunities, compensation, and employee benefits.

    • Administer benefits programs such as life, health, short-term/long-term disability and dental insurance; pension plans, personal time off, leave of absence, Family and Medical Leave Act compliance and employee assistance.

    • Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends, recommending benefit programs to management, directing the processing of benefit claims, obtaining and evaluating benefit contract bids, awarding benefit contracts, designing and conducting educational programs on benefit programs.

    • Keeps records of benefits plans participation such as insurance and pension plan; personnel transactions such as hires, promotions, transfers and terminations; and employee statistics for government reporting.

    • Conducts open enrollment for employees' annual elections pertaining to health care coverage.

    MINIMUM REQUIREMENTS:

    Qualifications

    The ideal candidate will enjoy working in a team-oriented environment and have a strong commitment to the Values of the Company. He/She will have the ability to manage multiple tasks/projects simultaneously without sacrificing quality of effectiveness, make sound decisions for the benefit of the employees and the Company, and be able to consistently meet deadlines while always maintaining a high level of quality.

    • Advanced to Intermediate skills in Microsoft Office Suite (including: Word, Excel, PowerPoint, etc).

    • Basic to advanced Administrative Writing Skills.

    • Thorough knowledge of human resources principles, practices, and theory.

    • Ability to communicate in a friendly and professional manner both verbally and written with all clients and their representatives, co-workers, management, and principals.

    • Ability to work with confidential and sensitive materials and information.

    • Excellent attention to detail.

    • Punctual and dependable.

    • Customer service driven with a "can do" attitude.

    • Ability to work individually or in a team environment.

    • Ability to work effectively with all levels of employees and management.

    • Ability to work within a variety of team environments, including varying team sizes and personnel.

    • Prioritize and meet multiple deadlines.

    Education and Experience:

    • Must have a Bachelor's degree in Human Resources, Communications, Counseling, Psychology, or Business from an accredited college.

    • Minimum 8 years of human resources experience and/or training, with increasing level of responsibilities.

    • An equivalent combination of education and experience will be considered.

    Other Requirements:

    • PHR / SPHR / SHRM-CP / SHRM-SCP Certification preferred.

    • Must have a valid Arizona driver's license. OR Must be able to obtain a valid Arizona driver's license within 3 months of start date.


    WHO IS DIBBLE ENGINEERING?

    Dibble Engineering provides a full range of civil engineering services across Arizona, Colorado and the Southwestern United States. Our broad market expertise offers the ability to deliver complete engineering solutions, from concept to closeout. Dibble Engineering is dedicated to provide quality, timely and value-priced consulting services beyond our clients' expectations through.

    Founded in 1962, our business is built on honesty, ethics, accountability, quality and service. Our people-focused culture is important and we consider our employees to be Dibble's greatest asset. This culture leads us to many long-term employees that have been with the firm for 15 to 45 years.

    Our employees enjoy our industry-leading benefits program, ability to balance their work life and home life, opportunities for development and growth, company events & activities, and the various opportunities to give back with our community activities.

    BENEFITS:

    Dibble Engineering has a competitive compensation and benefits package, including:

    • Industry Competitive Salaries

    • Performance Award Program

    • Group Insurance Plans (100% company paid and employee buy-up options)

    • Retirement Plan

    • Personal Time Off, Paid Sick Time, and Paid Holidays

    • Tuition Reimbursement

    • Career Development and Training Programs

    • Flex Schedule Options (for qualified roles)


    While we sincerely appreciate all applications, only those candidates selected for interview will be contacted.

    Dibble Engineering is an EQUAL OPPORTUNITY EMPLOYER

    HUMAN RESOURCES MANAGER - PHOENIX, AZ

    Salary depends on level of skills and experience.

    SUMMARY

    This role of

    Human Resources Manager

    (HRM) develops policy, directs and coordinates human resources activities, such as recruitment and retention, training, employee relations, compensation/wage structure, benefits administration, career development, employment law compliance, performance management and employee services. Maintains and enhances the company's human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices. Core competencies include solid communication skills and decision-making capabilities based on analytical skills and critical thought processes.

    ACCOUNTABILITIES

    General Human Resources:

    • Consults legal counsel to ensure that policies comply with federal and state law.

    • Develops and maintains human resources systems that meet management information needs.

    • Oversees the analysis, maintenance, compliance, reporting and communication of records required by law or local governing agencies.

    • Writes and delivers presentations to management regarding human resources policies and practices.

    • Prepares annual budget of human resources operations.

    • Maintains historical human resource records by keeping past and current records safe and confidential.

    • Maintains professional and technical knowledge by attending educational workshops, reviewing professional publications, establishing personal networks, participating in professional societies.

    • Collaborates routinely with management.

    Training and Development:

    Employee training and development includes new hire orientation, leadership training, technical training and professional development seminars and workshops. HRM in conjunction with supervisors/management conducts needs assessments to determine when training is necessary and the type of training necessary to improve performance and productivity. HRM will coordinate with management to review employee performance to identify areas where employees could improve through job skills training or employee development, such as seminars or workshops on operations, leadership and project management. HRM will use knowledge of employee career development, training and future business needs to devise career tracks for employees who demonstrate the aptitude and desire for upward mobility.

    • Coordinates management training in interviewing, hiring, terminations, promotions, performance review, safety, and harassment.

    • Maintains the work structure by updating job requirements and role descriptions for all positions.

    • Prepares employees by establishing and conducting orientation and training programs.

    • Ensures planning, monitoring, and appraisal of employee work results by training managers to coach employees, scheduling management conferences with employees, hearing and resolving employee grievances, counseling employees and supervisors.

    • Administration of the Mentor Program.

    Employee Relations:

    Employee relations entails investigating and resolving workplace issues, resolving employee complaints, preserving employee relationships and ensuring effective company policies. HRM will examine current workplace policies and provide training to employees and managers on those policies to minimize the frequency of employee complaints due to misinterpretation or misunderstanding of company policies.

    • Partners with supervisors/management in appropriate resolution of employee relations issues.

    • Responds to employee inquiries regarding policies, procedures, and programs.

    • Prepares employee separation notices and related documentation, and conducts exit interviews to determine reasons behind separations.

    • Represents Company at personnel-related hearings and investigations.

    • Investigates accidents and prepares reports for insurance carrier.

    Recruitment and Retention:

    HRM will develop strategic solutions to meet workforce demands and labor force trends, coordinate with Practices and management to proactively identify needs, implement the recruitment and selection processes and is primarily responsible for decisions related to company branding as it relates to recruiting and retaining talented employees. Company branding as it relates to recruitment and retention means promoting the Company as an employer of choice and to evaluate the recruitment and selection process, as well as comprehensive benefits to find ways to appeal to highly qualified applicants.

    • Recruits, interviews and coordinates with potential employees to fill vacant positions at all levels.

    • Plans and conducts new employee orientation and integration to foster positive attitude toward Company vision and values.

    • Solicits employee input on satisfaction with their roles, responsibilities, careers and the Company.

    Compensation and Benefits:

    HRM develops strategic compensation plans and oversees management and implementation of employee benefits.

    • Analyzes wage and salary reports and data to determine competitive compensation plan.

    • Writes directives advising management of Company policy regarding equal employment opportunities, compensation, and employee benefits.

    • Administer benefits programs such as life, health, short-term/long-term disability and dental insurance; pension plans, personal time off, leave of absence, Family and Medical Leave Act compliance and employee assistance.

    • Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends, recommending benefit programs to management, directing the processing of benefit claims, obtaining and evaluating benefit contract bids, awarding benefit contracts, designing and conducting educational programs on benefit programs.

    • Keeps records of benefits plans participation such as insurance and pension plan; personnel transactions such as hires, promotions, transfers and terminations; and employee statistics for government reporting.

    • Conducts open enrollment for employees' annual elections pertaining to health care coverage.

    MINIMUM REQUIREMENTS:

    Qualifications

    The ideal candidate will enjoy working in a team-oriented environment and have a strong commitment to the Values of the Company. He/She will have the ability to manage multiple tasks/projects simultaneously without sacrificing quality of effectiveness, make sound decisions for the benefit of the employees and the Company, and be able to consistently meet deadlines while always maintaining a high level of quality.

    • Advanced to Intermediate skills in Microsoft Office Suite (including: Word, Excel, PowerPoint, etc).

    • Basic to advanced Administrative Writing Skills.

    • Thorough knowledge of human resources principles, practices, and theory.

    • Ability to communicate in a friendly and professional manner both verbally and written with all clients and their representatives, co-workers, management, and principals.

    • Ability to work with confidential and sensitive materials and information.

    • Excellent attention to detail.

    • Punctual and dependable.

    • Customer service driven with a "can do" attitude.

    • Ability to work individually or in a team environment.

    • Ability to work effectively with all levels of employees and management.

    • Ability to work within a variety of team environments, including varying team sizes and personnel.

    • Prioritize and meet multiple deadlines.

    Education and Experience:

    • Must have a Bachelor's degree in Human Resources, Communications, Counseling, Psychology, or Business from an accredited college.

    • Minimum 8 years of human resources experience and/or training, with increasing level of responsibilities.

    • An equivalent combination of education and experience will be considered.

    Other Requirements:

    • PHR / SPHR / SHRM-CP / SHRM-SCP Certification preferred.

    • Must have a valid Arizona driver's license. OR Must be able to obtain a valid Arizona driver's license within 3 months of start date.


    WHO IS DIBBLE ENGINEERING?

    Dibble Engineering provides a full range of civil engineering services across Arizona, Colorado and the Southwestern United States. Our broad market expertise offers the ability to deliver complete engineering solutions, from concept to closeout. Dibble Engineering is dedicated to provide quality, timely and value-priced consulting services beyond our clients' expectations through.

    Founded in 1962, our business is built on honesty, ethics, accountability, quality and service. Our people-focused culture is important and we consider our employees to be Dibble's greatest asset. This culture leads us to many long-term employees that have been with the firm for 15 to 45 years.

    Our employees enjoy our industry-leading benefits program, ability to balance their work life and home life, opportunities for development and growth, company events & activities, and the various opportunities to give back with our community activities.

    BENEFITS:

    Dibble Engineering has a competitive compensation and benefits package, including:

    • Industry Competitive Salaries

    • Performance Award Program

    • Group Insurance Plans (100% company paid and employee buy-up options)

    • Retirement Plan

    • Personal Time Off, Paid Sick Time, and Paid Holidays

    • Tuition Reimbursement

    • Career Development and Training Programs

    • Flex Schedule Options (for qualified roles)


    While we sincerely appreciate all applications, only those candidates selected for interview will be contacted.

    Dibble Engineering is an EQUAL OPPORTUNITY EMPLOYER

    Updated 12/14/2017