Make an impact by joining ServiceSource, a champion for people with disabilities. Explore new opportunities! ServiceSource is an organization of talented people who drive innovation, embrace change, and strengthen communities.

The Human Resource Manager will lead and direct the routine functions of aligned portfolio or division. Work strategically and pro-actively with aligned leadership team to understand and execute the company’s strategic goals and enforcing HR policies and practices as it relates to current and future talent needs, retention, recruiting, benefits and leave, and employee relations. Due to the varying needs of each portfolio and/or contract across the company, the tasks of each position may focus more heavily on one of the below areas, as opposed to another.

Primary Duties

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. These duties and responsibilities will be rated on the Annual Performance Review.

• Provides support and guidance to HR generalists and hiring managers in recruiting and selection process. Coordinates and conduct exit interviews to determine reasons for voluntary separation to increase retention.
• Maintains compliance with federal, state, and local employment laws and regulations and recommended best practices are aligned with all government and EEOC policies, procedures, and regulations. Provides direction and education to direct reports to achieving department’s goals, and processes.
• Educates managers on changes to existing policies and/or processes. Coordinates the completion of all necessary on-boarding and integration materials and documentation for all new hires, rehires, transfers, and promotion.
• Runs weekly report of “HR Employees List” in Workday to check for and rectify discrepancies. Process all HRIS requests in WorkDay. Ensure compliance with AbilityOne, and Service Contract Act (SCA) regulations, Collective Bargaining Agreement (CBA) and ServiceSource’s policies, also ensure timely enrollment of benefits is completed by new hires within 30 days of hire. 
• Oversee employee disciplinary meetings, terminations, and timely investigation and ensure timely termination of employees who have separated from the organization.

Additional Responsibilities

• Review/Approve all employee letters of offers, company transfers, or promotions, including those hired and paid by ServiceSource.
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment laws that require Affirmative Action for the organization.
• Lead the maintenance of local HR standard operating procedures. Maintain accurate and comprehensive records of all investigations and resulting conclusions. Communicate results to affected employees and managers. Note ongoing complaint trends and suggest policy changes or clarifications.
• Ensure timely processing of Reasonable Accommodation requests and FMLA usage. Discuss discrepancies with management.
• Discuss non-WDR wage changes with Compensation. Supply all necessary documentation. Proof-read submissions for accuracy.
• Verify terminations/changes are accurately entered in employee’s profile.
• Provide local approval for requests for benefit programs, including tuition reimbursement, leave donation programs and submit them to the Benefit and/or Payroll department for final approval and processing.
• Ensure current job descriptions are assigned on each employees record and updated as necessary as notified by managers. Ensure affected employees receive new job descriptions once approved.
• Ensure timely communication of training requirements for new hires, promotions, and transfers. Conduct training classes when requested. Lead routine and HR compliance audits for the site, or Regional Office.
• Participates in and ensures HR compliance with all audits or reviews – SourceAmerica, OFCCP, DHS, DSPD, CARF, AbilityOne, etc.
• Lead the maintenance of confidential personnel files and benefits records in accordance with the organization’s policies and HR laws.
• Communicate ServiceSource’s policies and procedures consistently, clearly, and objectively.
• Draw on the strengths of other HR subject matter experts as needed. Actively participate in special Human Resources projects as requested.
• Perform other job-related responsibilities as assigned.

Qualifications: Education, Experience and Certification(s)

• Requires a bachelor’s degree in Human Resources or a related discipline and a minimum of seven (7) to ten (10) years of hands-on experience in HR showing a progression of increased responsibility.
• 15 years of work-related experience may substitute for a bachelor’s degree.
• Demonstrated experience working within unionized environments and nonprofit organizations is required.
• Prior supervisory experience required.
• Ability to obtain HR certification preferred.

Knowledge, Skills, and Abilities

• In depth knowledge of human resources laws and corresponding compliance requirements required including FLSA, FMLA, SCA, COBRA, EEO/AAPs, ERISA, and HIPAA.
• Ability to communicate in a confident, clear, and professional manner, verbally and in written communications.
• Ability to inspire, coach, and lead a team.
• Ability to conduct all work-related duties with high sense of confidentiality, accuracy, and professionalism.
• Ability to communicate and work effectively with leadership and others across the company.
• Strong computer skills to include proficiency with Microsoft Office software, specifically Word and Excel.
• Ability to learn and become an expert user of the HRIS (Workday).

Physical Demands

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to stand; reach with hands and arms; and talk or hear. The employee is occasionally required to walk and sit. The employee may occasionally lift or move products and supplies, up to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, depth perception, and ability to adjust focus.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level in the work environment is usually quiet.

What We Offer – for Benefit Eligible Employees May Include:

Because ServiceSource hires the best people, we work hard to provide benefits that make their lives better, so we offer a comprehensive benefit program which features:

• Health coverage for you and your family through Medical, Dental, and Vision plans.

• Financial protection with 100% company paid Disability, Life, Accidental Death & Dismemberment insurance.

• A 403(b)-Retirement plan in which the company matches dollar for dollar on a generous percentage matching up to 3% of your contribution.

• Tax advantages through Flexible Spending and Health Savings accounts that allow you to pay for specific healthcare and dependent care expenses with pre-tax dollars.

• To help you manage your work and life needs, we offer an Employee Assistance Program, Wellness Program, and Tuition Assistance.

• A generous paid time-off program in which the benefits increase based on your tenure with the company.

We are an Equal Employment Opportunity Employer, making employment decisions without regard to a person’s race, color, religion, sex (including pregnancy, sexual orientation, gender identity and transgender status), national origin, age (40 or older), veteran status, disability, or any other protected class. We are an E-Verify Employer and a drug-free workplace. Pre-employment background checks are required for all employment positions.

PAY TRANSPARENCY POLICY STATEMENT:

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