The Manager of Human Resources at the EcoTarium will work in collaboration with the President and CEO, Director of Finance, and other senior managers to ensure that a well-trained and highly motivated workforce is in place to meet the museum’s current and future objectives. The Manager of Human Resources is responsible for the following areas: the full life cycle of the employee, employee & labor relations, compensation, benefits and certain payroll tasks, employee recognition and training programs as well as other employee, volunteer and intern related programs and activities.
The Manager of HR is expected to approach visitors, employees and all museum stakeholders in a friendly, service-oriented manner and must maintain confidentiality in all aspects of the job. The Manager of HR develops and implements human resource policies which provide a fair, consistent and equitable environment for employees. The Manager of HR supports the Human Resources Committee of the Board of Trustees along with the President and CEO as well as the DEIA and participates in the Safety Committee.
Responsibilities Include:
Administration
- Maintain thorough and current knowledge of HR employment regulations and laws, and ensure that museum is in compliance with same
- Manage the HR budget and HR vendor relationships
- Support President/CEO in EEO, MCAD, unemployment, wage and hour, worker’s compensation, OSHA, ADA, INS hearings
- Implement processes to guarantee compliance
- Develop and communicate new policies, information, and directives to employees
- Participate in community and industry associations and relevant activities
- Complete SORI and CORI checks for organizational vendors
- Manage employee information filing systems
Payroll, Time & Attendance
- Support bi-weekly payroll
- Manage payroll system setup and maintenance
- Communicate with managers to support time, attendance & payroll accuracy.
Recruitment & Staffing
- Manage sourcing, recruitment, screening and reference checking for staff and volunteers
- Complete all verbal and written offers to candidates and coordinate start date with appropriate department
- Manage the onboarding & off-boarding process for staff, volunteers, and interns
- Oversee the volunteer/internship programs
- Build relationships with local institutions, companies, and schools
- Maintain an up-to-date volunteer database in partnership with the organization departments
- Coordinate monthly new hire, intern, and volunteer orientation sessions
- Engage in occasional outreach recruitment events
Employee and Labor Relations
- Maintain an “open door” policy. Act as a resource for management and colleagues to express issues or disputes and resolve concerns by ensuring open communication exists among stakeholders
- Coordinate employee appreciation functions
- Monitor employee morale and anticipate impact of changes affecting workforce
- Ensures staff communication boards (electronic and physical) are fresh, interesting and provide timely and accurate information
- Coordinate the DEIA Committee, including committee membership, meeting times and follow up and administrative activities
- Monitor museum labor activity and interpret contract provisions to ensure compliance with Federal & State law, NLRA, labor contracts, discrimination laws and museum practices
- In partnership with the board and labor attorney, represent the museum in labor related matters including negotiations, grievances, arbitration, and other activities
- Participate actively in all-staff community meetings, daily huddles, and staff trainings
- Contribute to a professional and motivational work environment by encouraging teamwork and providing positive reinforcement to team members when a job is well done
Benefits
- Monitor and track performance evaluations for staff
- Process all staff transitions, ex. new hire, transfer, promotion, etc.
- Administer and manage benefits enrollments, terminations and changes
- Coordinate Open Enrollment
- Administer FMLA and PFMLA government leave programs
- Assist staff enrollment in 403b program
- Administer PTO eligibility and payments for employees
Required Skills/Abilities:
- At least 5 years of progressive HR experience, preferably in a museum, hospitality or entertainment environment
- HRIS knowledge preferred
- Knowledge of labor relations preferred
- Communicate information and ideas clearly
- Evaluate and select among alternative courses of action quickly and accurately
- Maintain composure and objectivity under pressure
- Effective at handling problems in the workplace, including anticipating, preventing, identifying, and solving problems as necessary
- Effective at listening to, understanding, and clarifying the concerns and issues raised by staff, management, visitors and the board
- Identify concerns communicated and know when to escalate to Department Heads, the President/CEO, and/or Board
- Availability to work certain holidays, weekend days or evenings as required for Museum needs and events
Physical Requirements:
Light work – Exerting up to 20 pounds of force occasionally, and/or 10 pounds of force frequently or constantly to lift, carry, push, pull, or otherwise move objects.
Salary: $65,000 - $75,000