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 http://www.gsep.org/about/
GSEP POSITION DESCRIPTION
|
1. POSITION
IDENTIFICATION
|
|
Title
|
Senior Manager, Human
Resources
|
|
|
Functional Area
|
Human Resources
|
|
|
Reports to
|
Vice President, HR,
Training and Talent Management
|
|
|
Employment Status
|
Exempt
|
|
|
2. POSITION
OBJECTIVE
|
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.
|
3.
COMPETENCIES REQUIRED
|
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.
|
|
Adaptability
|
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.
|
|
4. KEY PERFORMANCE OBJECTIVES
|
|
|
Outputs
|
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.
|
|
|
|
|
5. PERSON
SPECIFICATION
QUALIFICATIONS/KNOWLEDGE/EXPERIENCE
|
|
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.
|
|
6. OCCUPATIONAL HEALTH AND SAFETY
|
|
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.
|
|
7. GENERAL RESPONSIBILITIES
|
|
·
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.
|
|
ACKNOWLEDGEMENT
|
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.
|
Employee:
|
|
Direct Manager:
|
|
|
Signature:
|
|
Signature:
|
|
|
Prepared by:
|
|
Date Issued:
|
|
No comments:
Post a Comment