Saturday, November 8, 2014

Job Posting - Senior Manager Human Resources


Girls Scouts of Eastern Pennsylvania has an open Sr. Manager of HR position at their headquarters in Lafayette Hill, Pa. The job description is attached. Any interested candidates can go to to apply.  You may also .



Senior Manager, Human Resources  
Functional Area
Human Resources

Reports to
Vice President, HR, Training and Talent Management

Employment Status

The Human Resources Senior Manager performs Human Resources related duties and will be responsible for: recruitment, organizational department planning, performance management, regulatory compliance, employee relations, training, compensation and benefits, safety and wellness. Assists the Vice President - HR, Training and Talent Management in developing the processes and metrics that support the achievement of the Council’s strategic priorities.


The following competencies are required for this position:

Employee Selection and Promotion
Knowledge and application of procedures, tools, and legal issues associated with recruiting, selecting, and releasing employees; develops or upholds EEO and affirmative action goals and seeks to comply with organizational diversity standards.
Project Management
Formulates short- and long-term project goals, objectives, schedules, and priorities in line with council goals; anticipates issues, obstacles, or opportunities that may impact plans or actions; establishes courses of action for accomplishing goals while attending to and incorporating information obtained during day-to-day administrative tasks; identifies outcome measures at beginning of project.
Problem Solving
Identifies and analyzes existing and potential problems systematically and thoroughly; reports/documents the problem; obtains and evaluates relevant information and contributing factors; identifies important interrelationships; implements solutions after evaluating alternatives and anticipating their impact; supports decisions or recommendations with data and/or reasoning; defines and implements solutions to problems. 
Interpersonal Relations

Establishes rapport with others at all organizational levels; respects others; considers and responds to the needs, feelings, and capabilities of others; establishes and maintains an open dialogue with others; establishes a climate in which all people are comfortable to discuss various issues and concerns that may impact council work.
Oral Communication

Expresses ideas and facts in a clear and understandable manner appropriate for the individual or group; listens to and comprehends what others are saying; prepares organized and structured presentations; makes oral presentations using appropriate inflections, volume, tone, and non-verbal communication; skilled in public speaking and phone etiquette.
 Written Communication

Structures and clearly conveys ideas and information in both formal and informal written documents; expresses ideas and facts in a clear and understandable manner appropriate for the audience/reader; effectively proofreads written documents; incorporates technical knowledge into written materials (for example, marketing brochures, financial reports, manuals, and guides); understands written documents.
Problem Solving
Identifies and analyzes existing and potential problems systematically and thoroughly; reports/documents the problem; obtains and evaluates relevant information and contributing factors; identifies important interrelationships; implements solutions after evaluating alternatives and anticipating their impact; supports decisions or recommendations with data and/or reasoning; defines and implements solutions to problems. 
Self Management
Assesses own skills and abilities and identifies areas for improvement; willingly accepts constructive feedback; seeks developmental opportunities; sets and achieves goals; works independently.
Time Management
Manages time effectively; completes assignments in a timely manner; sets and balances priorities; simultaneously manages multiple tasks/projects.
Information Management
Accesses, organizes, and manages information effectively; maintains basic computer literacy with relevant software (for example, databases, word processors, and web management); keeps accurate and effectively organized records (for example, spreadsheets or databases of donors, benefits, budget information, filing system); seeks out and applies new technology in own program area to improve work processes.
Adjusts, modifies own behavior, and remains flexible in response to changing situations and environments, new or rapidly changing information, unexpected obstacles, or people expressing varying perspectives, needs, and demands; maintains high performance, emotional composure, objectivity, and balanced perspective under pressure, shifting priorities, opposition, or situational ambiguity.

Personal Integrity and Professional Conduct
Demonstrates dependability, honesty, integrity, trustworthiness, and credibility; models appropriate professional behavior; accepts responsibility for own actions; maintains confidentiality; upholds ethical standards even in the face of opposition.
Fostering Diversity
Understands and embraces the differences that individuals bring to Girl Scouting; encourages and fosters the unique contributions and varied talents of diverse groups and individuals; values, develops, nurtures, uses, and celebrates group and individual diversity; removes barriers to participation (holds meetings in accessible locations, uses translators, etc.); strives to ensure a friendly and harmonious environment for girls, adult volunteers, and staff; treats others in an unbiased manner; challenges the biased behavior of others; adheres to organizational diversity goals.

Organizational Knowledge
Understands Girl Scout purpose and organizational structure, including functions, operations, and interrelationships; keeps up-to-date on key GSUSA and council-specific policies, priorities, processes, and practices (for example, Safety-Wise); understands how his/her job relates to and supports GSUSA goals including increasing and developing membership and volunteer support; is aware of the organizational culture and knows how work is accomplished; knows the roles and responsibilities of staff and volunteers; is familiar with membership policies, standards, and resources.

Key Performance Indicator
Oversee hiring and recruitment process
·         Provides direction and guidance to the HR Specialist in the maintenance of  the Compas system (posting of positions, pushing to job boards, postings to external sites), developing new hire forms (request to post position, interview, and hire forms), Overseeing the interview and hiring processes and review of hiring documents.
Assists with the development of staffing strategies
·         Implementation of plans and programs to identify talent within and outside the Council for positions of responsibility.  Identify appropriate and effective external sources for candidates for all levels within the Council.
 Develops and Manages New Hire Orientation and On-Boarding Program
·         Provides direction and guidance for orientation and on-boarding program, oversees orientation meetings schedule and initial trainings for new employees.
Assists in the development of embracement programs for all applicants
·         Assists in the development of programs to allow the Council to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.
Participates in the Council’s comprehensive training program
·         Oversees and facilitates appropriate training exercises to Council employees and facilitates camp staff personnel policies training as part of comprehensive training initiative. Also works with the VP - HR, Training and Talent Management on the design and implementation of Council training programs as appropriate.
Assists with preparation and evaluation of the Councils Performance Management System
·         Works with HR Specialist in the preparation and evaluation of performance review forms and process to include organization of self assessments and evaluations, review of assessments and evaluations to look for consistency and policy violations. Trains Council staff on appraisal system.
Perform  and Manage Human Resource Metrics
·         Manages the necessary reports for critical analyses of the HR function and the people resources of the Council such as turnover and maintains the EEO applicant comparison report.                          

Provides Direction and Guidance in the Development, Implementation, and Enforcement of Human Resources Policies, Procedures, Plans, and Programs in accordance with Strategic Priorities
·         Assist in the effective management of the people resources of the Council including but not limited to programs for employee relations, affirmative action, sexual harassment, employee complaints, external education and career development.
·         By way of systems that will improve the overall operation and effectiveness of the HR Department and the Council.
·         Continuation of improving the programs, policies, practices and processes associated with meeting the strategic and operational people issues of the organization.  
Other Functions
·         Conducts exit interviews.
·         Completes verifications of employment.
·         Conducts background checks.
·         Prepares Human Resources Correspondence.
·         Assists VP - HR, Training and Talent Management with various research projects and/or special projects.
·         Point of contact for all hiring managers in terms of initial hiring procedures.

·         Active Member of Council Safety Committee.
·         Active Member of FUN Raisers Committee.


Qualifications - Essential:
·         Valid driver’s license, car, and proof of current insurance.
·         Computer Skills – Proficiency in Microsoft 2007 suite (Outlook, Word, Excel, PowerPoint) ADP HRB, ADP Workforce Now, Vizio, Compas.
·         Ability to understand and monitor budgets and perform metrics.
·         Bachelor’s Degree in Human Resource Management or equivalent degree and five (5) years’ Human Resources Experience.

Knowledge, Skills & Experience - Essential:
·         Minimum of 5 years experience in HR disciplines such as recruiting and staffing, administration of policies, procedures and programs, employee relations, on boarding, training, HRIS system, performance appraisal system, talent management, benefits administration, regulatory compliance, safety and wellness.
·         Superior interpersonal and communication skills.
·         Ability to objectively coach employees and management through complex, difficult and emotional issues.
·         Provide functional guidance for administrative support needs.
·         SPHR Certification preferred.
·         Experience managing, coaching and training employees.

Knowledge, Skills & Experience - Desirable:
·          Background in employment law and other government compliance regulations is preferred.
·         The ability to research and analyze various different types of data information
·         Demonstrated proficiency and experience in customer service with high standards of timeliness and responsiveness.
·         Demonstrated experience working in a highly collaborative environment where teamwork, collegiality and self motivation were necessary for success.


Employees are responsible and accountable for:

·         Compliance with workplace policies and procedures for risk identification, risk assessment and risk control.
·         Active participation in activities associated with the management of workplace health and safety.
·         Identification and reporting of health and safety risks, accidents, incidents, injuries and property damage at the workplace.
·         Correct utilization of appropriate personal protective equipment.


·         Hours of Work: Monday – Friday, 9am – 5pm with an hour lunch.
·         Maintain Membership as a registered Girl Scout.
·         Ability to interact across all levels with a diverse population.


This job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to the role.


Direct Manager:



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Date Issued:

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