• Bachelor’s degree in human resources, Business Administration, Public Administration, or related field
• A master’s degree is preferred and may be substituted for two years of direct HR
• PHR/SHRM-CP or SPHR/SHRM-SCP certification preferred: CEBS professional designations are a plus.
• Minimum of 7 years experience in direct Human Resources
• Minimum of 3 years of supervisory experience
• Experience in performing HR work covering employment law, benefits compensation, organizational planning, employee relations, safety, training, and preventative labor relations.
• Knowledge of federal, state, and local employment and benefit laws

Essential Duties and Responsibilities:

• People Operations Management
  • Leads HR projects and initiatives that address employee retention, performance, and engagement to improve business results and enhance the employee experience.
  • Provides leadership for enterprise-wide employee data collection, surveying, and reporting activities to identify and support company retention efforts, address barriers to employee engagement, and maintain a healthy workplace culture.
  • Manages performance management system and administers compensation program for the organization.
  • Ensure security, maintenance, workability, and access to ADP Workforce Now applications.
• Talent acquisition and Mobility
  • Oversees and leads the standard recruiting and hiring practices and procedures.
  • Analyze staffing issues and review applicant tools on a regular basis.
  • Support hiring managers with developing job descriptions.
  • Assures budgetary approval for position allocations.
• Supervision
  • Hire, train, and lead PO team to ensure the delivery of high-quality employee center services.
  • Meets with assigned staff regularly to identify and resolve problems, manage projects, track goals, and review work processes and procedures.
• Employee Benefits
  • Manages the ongoing delivery of quality employee benefit services by ensuring eligible employees are aware of benefit options, have access to benefit programs, receive timely and accurate benefit information, and are supported with questions and inquiries.
  • Oversees leave management and Work’s Compensation function, ensuring timely employee support and compliance with local, state, and federal laws.
  • Review benefit programs periodically to ensure they align with the organizational strategy, optimize the ability to attract top talent, and maintain the organization’s market competitiveness.
  • Conducts the annual open enrollment process.
• Employee Relations
  • Works to uphold Wellpoint Care Network’s commitment to promoting an inclusive environment by ensuring that employees from all dimensions of diversity are valued, accepted, respected, and treated equitably.
  • Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee satisfaction.
  • Provides direct consultation to People Leaders on personnel issues and the progressive discipline system and determines the need for legal counsel.
  • Discuss potential grievance-related concerns with employees to identify options or resolve issues prior to the formal filing of a grievance.
  • Provides coaching to People Leaders to ensure HR practices are delivered in an equitable and uniform way to employees and teams across the organization.
  • Assesses employee engagement and experiences using various feedback mechanisms year-round, including compiling summary findings and/or results at least annually
• Agency Engagement
  • The Agency is committed to the philosophy and practice of trauma-informed care, including the participation of all employees in an active understanding and promotion of the Agency’s trauma-informed care model, The Seven Essential Ingredients.
  • These ingredients include Prevalence, Impact, Perspective Shift, Regulation, Relationship, Reason to Be, and Caregiver Capacity and form the framework for an environment that maximizes the achievement of positive client outcomes. The Agency strives to create and recognize trauma-informed champions across all programs and departments.
  • All employees will be evaluated on demonstrating a consistent commitment to the Agency’s Seven Essential Ingredients: Diversity, Equity and Inclusion, and engagement in the organization's strategic initiatives. This will be measured by their active participation in committees and workgroups and by their communication and practice within their daily work and in the community.

We Make it Easy

Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees.

As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce.

We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter.