Serve as primary staff resource to members on the HR Hotline. Provide employer/employee relations advice and information to members in a manner that is accurate, efficient, provides quality service, and supports the goals and philosophy of the Association. Work on various projects as assigned, including but not limited to reviewing employee handbooks, preparing articles, and drafting forms and policies. Facilitate one to two roundtable discussions of HR professionals. Conduct occasional training on compliance-related matters for ERA programs or on-site for other organizations. Advise members/customers on employee pay, benefits, rewards and other forms of compensation. Assist with preparing Affirmative Action Plans.
- Attend work regularly
- Communicate, concentrate, and provide answers to questions quickly
- Interact with others professionally and politely
- Use communications systems including phone and videoconferencing for extended periods of time
- Research, review, analyze, summarize and explain compliance-related information including laws, bills, regulations, guidances, and orders
- Use designated applications to document member contacts contemporaneously
- Draft articles, forms, policies, total rewards plans, and other documents
- Facilitate discussions among large groups of individuals
- Conduct public speaking and other related training activities
Duties and Responsibilities
1. Provide advice on requests in keeping with legal requirements, accepted professional practices and established policies. Receive inquiries from members and others and disseminate Association information accordingly to maintain good member and public relations. Document member contacts and activities properly and in a timely manner to ensure completeness of database.
2. Monitor and analyze current and pending state and federal legislation and regulations to determine their impact on employers.
3. Research and write articles for ERA external communications, training programs and other publications.
4. Develop and maintain research information including all reference center files, newsletters, books, subscriptions etc. Catalog, file, and index documents to ensure efficient and timely access. Assist members in the usage of reference resources and provide materials as requested.
5. Facilitate and promote Human Resource Roundtables. Manage roundtable handouts for all facilitators.
6. Work collaboratively with other HR and Compliance team members to recommend appropriate and timely Issues Forum topics and speakers.
7. Review on request company policies, forms and/or handbooks, providing member with detailed critique, explanatory rationale and latest available information designed to ensure compliance with all laws, regulations and best practices. Create new policies or edit existing ones.
8. Conduct, on request, FMLA and I-9 Audits and other Human Resources compliance requests such as workplace investigations.
9. Market and promote Association membership to non-members. Establish contact with new members to introduce Hotline and HR Central resources.
10. Inform members about and make appropriate recommendations and referrals to professional and partnered services offered by the Association. Direct where possible the purchase of educational, compliance-related, compensation, survey and best practice services.
11. Ability to conduct compliance-related training programs when needed.
12. Advise members/customers on employee pay, benefits, rewards and other forms of compensation. Conduct research and analysis in different areas involving compensation, such as compensation statistics and market analysis. Conduct position evaluations and job classifications, prepare job descriptions, assess the budgetary impact of compensation decisions, and provide oversight of compliance with regulations and labor laws.
13. Represent the Association at appropriate events and/or other functions as necessary.
14. Assist ERA staff members with preparing Affirmative Action Plans and develop the skills to prepare AAPs independently.
15. Assist Director and other team members as required.
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.
Required Experience and Education: Baccalaureate degree in Human Resources or a related business field or JD. At least seven years of experience in an HR management position, preferably serving as HR Manager or a similar position. At least five years of experience advising organizations on compensation-related matters, including designing and planning total rewards, benefits, and other forms of compensation. SPHR or SHRM-SCP certification desired or willing to obtain within 6 months of obtaining the position.
Work Skills: Commanding knowledge of HR laws, regulations and best practices. Ability to advise members in a manner that is satisfying to them while supporting their compliance as feasible.
Critical Behavioral Traits: Ability to quickly analyze member situations and provide on-the-spot solutions to a wide range of HR problems and developments. Consultative nature, with strong communication skills to influence the member to understand their responsibilities in compliance as well as best practice to support their workforce and management.
Please send resumes to Lori Hall at email@example.com