Human Resources Manager - HERSCHEND FAMILY ENTERTAINMENT CORPORATION

Description

ESSENTIAL FUNCTIONS

 

Reasonable Accommodations Statement

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable Accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.

 

Essential Functions Statement(s)

 

• Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems; act as liaison to Corporate HR.
• Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
• Plan and execute team member activities and events.
• Identify staff vacancies and recruit, interview and select applicants.
• Plan, direct, supervise, and coordinate work activities of subordinates and peers to ensure efficient HR operation
• Conducts investigations and reports findings under direction of senior leaders.
• Represent organization at HR-related hearings and investigations.
• Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits.
• Manage budgets for HR operations.
• Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
• Gather information from various internal surveys and assist in creation of plans to improve work environment and reduce turnover at all levels of the organization
• Develop or administer special projects as needed
• Develop, administer and evaluate applicant screening and evaluation processes and internal training initiatives for seasonal team members
• Serve as property benefits representative and perform as liaison to corporate benefits team.
• Maintains confidentiality at all times.

• Ensure compliance with all Herschend Family Entertainment and Wild Adventures policies and procedures

• Represent the company to guests and other team members in a positive and friendly manner
• Create “Memories Worth Repeating” for our guests

• Other duties/projects as needed.

POSITION QUALIFICATIONS

Competency Statement(s)

• Communication – must have the ability to communicate effectively vertically and horizontally throughout the organization.
• Personality - must possess energy and enthusiasm amongst the organization and understand Guest/Customer Centered business model.
• Public Speaking – must be able to get in front of a group and present.
• Training – must have the ability to effectively create and execute training programs that are effective and target a younger and inexperienced team member.
• Active Listening - Ability to actively attend to, convey, and understand the comments and questions of others.
• Detail Oriented - Ability to pay attention to the minute details of a project or task. Ability to demonstrate a critical eye for detail in how our brand comes through in various HR activities such as recruiting events and team member functions.
• Delegating Responsibility - Ability to allocate authority and/or task responsibility to appropriate people.
• Diversity Oriented - Ability to work effectively with people regardless of their age, gender, race, ethnicity, religion, or job type.
• Interpersonal - Ability to get along well with a variety of personalities and individuals.
• Negotiation Skills - Ability to reach outcomes that gain the support and acceptance of all parties.
• Self-Motivated - Ability to be internally inspired to perform a task to the best of one's ability using his or her own drive or initiative.
• Leadership - Ability to influence others to perform their jobs effectively and to be responsible for making decisions. Manager must possess leadership skills.
• Conflict Resolution - Ability to deal with others in an antagonistic situation.
• Working Under Pressure - Ability to complete assigned tasks under stressful situations.
• Communication, Written - Ability to communicate in writing clearly and concisely.
• Honesty / Integrity - Ability to be truthful and be seen as credible in the workplace.
• Adaptability - Ability to adapt to change in the workplace.
• Communication Skills - Ability to communicate effectively with others using spoken or written word.
• Decision Making - Ability to make critical decisions while following company procedures.

 

SKILLS & ABILITIES

Education: Bachelor's Degree preferred, Field of Study: Human Resources, Hospitality, or related field

Experience: Five or more years of experience in Human Resources with a concentration in benefits management, employment law, and employee relations.  SHRM certification preferred.

Computer Skills: Microsoft Office Suite Experience required.  HRIS or UKG experience preferred.

Physical Requirements: 

• Vision – near, distance, color, peripheral, depth
• Sense of sound and ability to hear with both ears
• Sense of touch

Other Requirements

• This is not Monday-Friday and demands of the job exceed traditional 40 hour work week routinely.
• Must be able to work days, evenings, weekdays, weekends and holidays as needed
• Must handle confidential information strictly and responsibly
• Must be proactive in continuously seeking and developing ways to be more effective
• Must have and maintain a valid Driver’s License and insurance
• Must have personal, reliable transportation

Travel Required

Yes. Minimal travel required

Qualifications

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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)