Responsible for creating and enhancing life opportunities for people with barriers and disabilities.
Oversee all aspects of HR to align with TRDI’s mission, and core values.
HRM has the authority, in the interest of the employer, to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees, or responsibly to direct them, or to adjust their grievances, or effectively to recommend such action, if in connection with the foregoing the exercise of such authority is not of a merely routine or clerical nature, but requires the use of independent judgment.
Ensure compliance with the AbilityOne program and any state and local use program.
Travel to: TRDI’s existing portfolio of work for onsite visits; conferences and continuing education.
Develop and implement HR strategies and initiatives aligned with the overall business strategy.
Bridge management and employee relations by addressing demands, grievances, or other issues.
Negotiate with unions in collective bargaining negotiations; handle grievances at work; negotiate compensation rates, benefits, working conditions, and rates of advancement; administer labor relations policies and agreements.
Manage the recruitment and selection process.
Chairs the benefits committee while managing all benefits.
Support current and future business needs through the development, engagement, motivation, and preservation of human capital.
Develop and monitor overall HR strategies, systems, tactics, and procedures across the organization.
Nurture a positive working environment.
Oversee and manage a performance appraisal system that drives high performance.
Maintain pay plan and benefits program.
Assess training needs to apply and monitor training programs.
Report to management and provide decision support through HR metrics.
Ensures compliance with all applicable local, state, and federal employment and labor laws and regulations.
Manage ongoing programs to include but not limited to: FMLA, AAP, Safety, and Return to Work.
Ensure TRDI is compliant with all agencies to include but not limited to: AbilityOne, DOL, OSHA, and EEOC.
Participates on committees and special projects and seeks additional responsibilities; represents the organization as required, including attendance at community and industry events and public meetings.
Any other duties needed to help drive to our Vision, fulfill our Mission, and abide by our Organization’s Values
Qualifications and Requirements:
Proven working experience as HR Manager or other HR Executive.
Strong knowledge of HR/Payroll systems and databases.
Excellent active listening, negotiation, and presentation skills.
Competence to build and effectively manage interpersonal relationships at all levels of the company.
Strong interpersonal skills.
Ability to communicate orally and in writing in a clear and concise manner.
Ability to effectively delegate and develop team members.
Ability to manage time effectively and handle both internal and external conflicts.
Ability to make decisions and solve problems while working under pressure.
Detail oriented and strong organizational skills.
Advanced knowledge of local, state, and federal employment laws and procedures
Advanced knowledge of wage and hour laws
Extensive working knowledge of Microsoft Office Package (i.e. Excel, PowerPoint, Word, etc.)
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
