Human Resources Manager Sample Clauses
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Human Resources Manager. Job duties to include but not limited to: • Ensuring that HR and organizational strategies are aligned. • Providing talent management expertise and implement workforce planning practices for the organization. • Educating supervisors and managers on interviewing, performance management and coaching them through employee relations situations. Advising management in appropriate resolution of employee relations issues. • Performance Management: coaching managers on performance management issues and processes. • Developing and maintaining policies and procedures in line with current employment law. Ensuring line managers and staff are up to date with changes to any policies. • Streamlining organizational processes related to staffing, employee relations and performance management, where possible. • Developing metrics to evaluate effectiveness of HR programs within areas of responsibility, track and report performance. Job duties include but are not limited to: • Interfacing with the staff onsite and IT help desk regarding PC and phone system changes and repairs. • Functioning as contact person for facilities services. • Assisting with the set-up and maintenance of purchased equipment. • Setting up and maintaining capital installation schedules for office equipment such as copiers and postage machines. • Supporting department staff by placing work orders for general building maintenance and repair for office equipment. • Providing mailroom coverage; operating postage machine. • Performing additional duties as may be assigned.
Human Resources Manager. Any offense warranting disciplinary action, with the exception of suspension with pay, is to be cleared through the Human Resources Manager prior to any action being taken in order to ensure conformity with rules and procedures.
Human Resources Manager. Where the allegation was presented through the Employer, the Executive Director shall, upon request from the complainant, notify the Union of the complaint in writing within five calendar days of receiving the complaint. Where the allegation was presented through the Union, the staff representative shall notify the Employer of the complaint within five calendar days and shall provide a copy of the complaint to the Employer's representative. Once a complaint is received, it will be kept strictly confidential. An investigation will be undertaken immediately and all necessary steps taken to resolve the problem. If appropriate, action taken may include conciliation. If a complaint is filed through the Union as a grievance, a meeting will be held with the union representative before and within seven days after the investigation to advise the Union of the outcome of the investigation and what action, if any, was taken. Timelines with respect to the grievance procedure will be placed in abeyance pending the outcome of the investigation. Where either the complainant or the respondent, in conjunction with the Union, is dissatisfied with the Employer's response, the matter may be referred to an adjudicator. The parties will agree on a single adjudicator. Where the parties are unable to agree on a single adjudicator, one will be appointed in accordance with the provisions of the Labour Relations Code. The adjudicator shall have the right to:
(1) Investigate the complaint;
(2) Dismiss the complaint;
(3) Determine the appropriate level of discipline to be applied to the offender when the offender is within the bargaining unit, and
(4) Make a further order as is necessary to provide a final and conclusive settlement of the complaint. Both the complainant and the alleged harasser will be interviewed, as will any individuals who may be able to provide relevant information. An employee interviewed as part of the investigation into a complaint of harassment will be entitled to have their shop ▇▇▇▇▇▇▇ present during the interview. All information will be kept in confidence. If the investigation reveals evidence to support the complaint of harassment, the harasser will be disciplined appropriately. Discipline may include suspension or dismissal, and the incident will be documented in the harasser's file. No documentation will be placed on the complainant’s file where the complaint is filed in good faith, whether the complaint is upheld or not. If the investigation fails to fi...
Human Resources Manager. ▇▇▇ ▇▇▇▇▇ Manager ▇▇▇▇▇ Local Agreed this day of For Maple Leaf Potatoes, A Division Of Maple Leaf Foods Inc., bridge, For United Food And Commercial Workers Canada, Local
Human Resources Manager. HR Administration and Payroll The current HR administration and payroll service will transfer back into the Council with effect from 1st April 2013 and work is currently underway to ensure a smooth transition and improved services for schools. A number of changes have already taken place including automation of starter and other administration processes, together with dedicated team members for schools. We have approximately 6,000 employees on the payroll, over 3,000 of which are school based employees who may be on full-time, fractional and fixed term contracts. We have extensive experience of dealing with pay, pensions, contracts and pre-employment and vetting checks for teaching and support staff. In addition schools can access a variety of on line support materials. Automated data input – setting up, amending and terminating employee records, SSP, SMP, SPP payments; timesheets etc. Processing – running of monthly payroll to calculate gross pay, deductions and net pay Third party payments – payment of statutory and voluntary deductions to appropriate bodies External Agencies – liaison with HM Revenue and Customs and DWP Reporting – production of reports to assist you in managing your workforce Year end routines – production of P14s, P60s and P35s; electronic year end filing, reconciliation of year-end tax returns Output – production of payslips, production of BACs payments, P45s Recruitment administration and contracts of employment Payroll queries and the provision of HR administration and payroll advice to school leaders and managers Ensuring that the Local Authority meets all statutory obligations in respect of “Employer Status” for the Local Government Pension Scheme and Teachers’ Pensions. This applies to all employment changes, pensions’ remunerations and payments actioned on behalf of all schools with the exception of Academies. Provide responsive and effective advice, guidance and support Ensure all our guidance and on line systems are refreshed on a continuous basis to ensure they reflect current legislation Consider your specific needs when dealing with queries Ensure that statutory and contractual responsibilities are met by working with you Regularly seek your feedback and suggestions for service improvement (including focus groups and on site visits on request)
Human Resources Manager. If the complaint is against a Depa1iment Head, the complainant submits his/her complaint directly to the City Manager.
Human Resources Manager. The Human Resources Manager will work under the direction of the Head of School. The Human Resources Manager’s responsibilities include but are not limited to: • Hiring, onboarding, promotions, transfers and terminations • Personnel policies and procedures • Personnel files: including salary and benefits data, performance and disciplinary action documents, and other information/documentation in accordance with federal, state and local employment laws. • Employee relations • Teacher contracts and MOU’s • Administers employee benefits program • Competitive market salary/wage analysis to remain competitive and attract the best teachers and staff Administrative Assistant(s) The administrative assistant(s) will work under the direction of the Elementary and Secondary Administrator. The administrative assistant(s) responsibilities will include, but are not limited to: • Student enrollment and records • Attendance • State reports • Parent and public relations The administrative team as identified herein may, at the direction of the Board of Directors, be further organized so long as requirements for certification as required by the Idaho Code are fully observed.
Human Resources Manager. ▇▇▇ ▇▇▇▇▇, Plant Manager ▇▇▇▇ ▇▇▇
Human Resources Manager. Focuses on staffing and employee relations. Duties include coordinating the hiring process, organizing and conducting New Employee Orientation, providing HR advice to managers, explaining and interpreting HR policies and procedures, responding to employees' questions and concerns. Other major areas of responsibility include: policy development and administration; legal compliance; recruitment and employment; compensation; benefits administration; payroll and HR information systems; performance consulting; training and development; employee relations; workplace safety; and employee services.
Human Resources Manager. It will be the prerogative of the City Manager toThe City will designate the physician who is to perform the physical examination. The physical examination shall consist of all those essential elements to determine the physical fitness of the employee and shall include a chest ▇-▇▇▇.▇▇ prescribed under NRS 616, 617 and NAC 616, 617. The employees required to have examinations shall have their physical examination accomplished during the month of their individual birth date of each calendar year. Employees will be entitled to schedule up to three (3) hours of paid overtime during off-duty hours to complete the annual physical examination.