The HR Manager will report directly to the VP HR and is responsible for supporting the organization’s HR needs. This is an exciting opportunity to be part of a developing HR department and have a direct impact in a small company on the brink of a business transformation – we need a HR Manger who is willing to collaborate, ideate and execute in a “roll up his/her sleeves and get things done” environment. This role will need to be hands-on and balance the strategic with the tactical while supporting the day to day HR needs for the company.
The HR Manager will have varying levels of responsibility for HR Administration & Compliance, Training & Leadership Development, Performance Management, Recruiting, Employee Relations, and HR Reporting. The successful candidate will have the ability to build strong working relationships, influence key decision makers, and communicate effectively across multiple levels of the organization. Additionally, the HR Manager must promote and ensure a culture of caring, respect and fairness for all employees.
HR Administration & Compliance
Contributes to creating, enhancing and implementing HR programs and practices.
Builds partnerships with employees and management, becoming a valuable consultant to all levels of the organization.
Educates employees on Company policies and procedures.
Solves routine problems in HR and develops working hypotheses based on situational knowledge.
Takes initiative to recommend modifications to procedures, policies, systems and processes as appropriate.
Training & Leadership Development
Partners with warehouse leadership on coordination and implementation of safety training programs, documentation of certifications and ensure on-going training is completed.
Supports internal and external leadership development programs, providing guidance and insight while ensuring successful and effective use of identified processes and tools.
Instills a culture of accountability by providing insight and guidance to employees and managers with effective performance management processes and tools.
As needed, may assist or deliver training on performance management processes, procedures and tools.
Differentiate root cause from symptoms to drive resolution of the root cause not just the symptoms.
Participates and conducts interviews at a management level for internal/external positions.
Generates offer letters for new hires and supports communications of the on-boarding process.
Posts open positions as necessary and partners with managers to ensure all positions are staffed.
Manages exit interview process to collect and identify trends.
Identifies and maintains HR metrics & reporting, enabling data rich decision making, identifying opportunities and making recommendations on how to continually improve.
Acts as a primary point of contact for managers and employees in people related matters.
Effectively manages employee relations by coaching managers through investigations and assisting in the resolution of more complex situations to ensure compliance with all employment laws.
Coordinates within the HR team the administration of unemployment issues, FMLA, LOA and ADA accommodations.
Provides support to the VP HR in response to and/or resolution of EEOC, DOL, OFCCP and other labor and employment claims.
Ensures our mission and values are reflected in our actions.
Maintains or updates existing job descriptions, job family, and pay ranges to ensure organizational consistency in hiring and promotions.
Administers the annual Performance Evaluation and Merit increase process including collecting materials from managers.
Participates in compensation surveys to ensure competitive pay practices are maintained.
PREFERRED SKILLS & COMPETENCIES
Strong understanding of employment laws and regulations on a national level.
Strong relationship-building skills required to productively interact across all levels of the organization.
Ability to manage a diverse workload and changing priorities; exceptional decision-making, project management, planning and organizational skills.
Ability to effectively handle and manage confidential and sensitive information.
Ability to objectively coach employees and management through complex, difficult, and emotional issues.
Must possess strong analytical skills to assess data, facts, and figures used to develop strategies designed to improve the business and see hidden problems.
High degree of understanding in retail sales drivers, financial reports and retail business acumen.
Ability to work in a highly collaborative environment and confidence to problem solve, find creative solutions and sometimes work with minimal direction.
National and International HR experience preferred
Bachelor’s degree in business or in human resources management preferred, but not required
Minimum 5-7 years of human resources experience
Experience working in multi-unit retail environment
High personal standards; the ability to represent Tandy Leather appropriately
Highly collaborative, with ability to work in partnership with all levels of the organization
Ability to influence key stakeholders to get things done
Strong written and verbal communication skills
Balanced creative and analytical thinking
Travel required, up to 20%
About Tandy Leather
Tandy Leather Factory, Inc., (http://www.tandyleather.com), headquartered in Fort Worth, Texas, is a specialty retailer of a broad product line including leather, leatherworking tools, buckles and adornments, leather dyes and finishes, saddle and tack hardware, and do-it-yourself kits. Tandy Leather distributes its products through its 115 North American stores located in 42 US states and 7 Canadian provinces, and four International stores located in the United Kingdom, Australia, and Spain. Its common stock trades on the Nasdaq with the symbol "TLF".
EQUAL EMPLOYMENT OPPORTUNITY
Our Company is committed to equal employment opportunity in all aspects of employment. We will not discriminate against employees or applicants for employment on any legally-recognized basis including, but not limited to: veteran status, race, color, religion, sex, marital status, sexual orientation, national origin, physical and/or mental disability, age, creed, arrest records, genetic predisposition or carrier status, and/or participation in lawful activities outside the workplace.
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