Manage, direct and facilitate a continuous human resources management improvement program in the cooperative through the provision of senior management advice and assistance in areas such as recruitment, organizational planning, retention, training and career development, classification, wage and salary administration, payroll and benefits administration, policy development, performance management, employee relations (discipline, counsel & recognition), worker’s compensation and succession planning. Provides senior management and supervisors with counsel, resource and guidelines on all human resources issues. Promote employee-oriented culture championing for quality, teamwork, high performance, safe and positive work environment for all employees and lead open door human resources department with accessibility to competent and cooperative human resource staff members.
Complies with established co-operative safety and/or operating rules, procedures, and guidelines; Ensure safety compliance with Human Resources division and communicate a zero accident goal and proactive safety culture.
Prepare strategic goals and action plans for the division. Prepares and manages budget for human resources division.
Overall responsibility for recruitment and successful orientation of qualified internal and external candidates for all positions.
Oversee maintenance of personnel files to ensure confidentiality and accuracy, and to ensure that any filing or retrieval of files is performed in accordance with company policy and Federal/State requirements.
Responsible for establishing, in conjunction with Consultant and approval by the President & CEO, the wage and salary structure and the classification program for all positions.
Oversee position management program and review requests for job evaluations or reevaluations.
Calculates or verifies promotional increases. Communicates promotional increases to Payroll/Benefits Specialist.
Administer fair performance management program and facilitate training to all employees.
Assists steering & leadership team to ensure all employees receive fair, equal and consistent treatment with respect to company policies.
Provides counsel to employees in resolving job-related or personal issues affecting their performance.
Helps provide a productive, nondiscriminatory work environment by promoting equal opportunities.
Conducts workplace investigations.
Administers policies and procedures fairly and impartially with respect to discipline, work performance, work assignments, and attendance.
Reviews and approves all disciplinary actions and performance improvement plans.
Ensure compliance with all wage and hour laws relating to employment policies and procedures.
Oversight of bi-weekly payroll and all functions applicable to month end, quarterly & annual tax reporting.
Plan, develop and facilitate in-house training programs based on organizational development needs, including supervisory, leadership, etc.
Selects and coordinates the use of human resources consultants, training specialists, employment labor counsel, and other outside sources.
Promotes use of training materials and education assistance available to all employees.
Serve as primary resource on compliance issues to include overall responsibility for the company’s Affirmative Action Plan and Equal Employment Opportunity requirements.
Oversight of all updates to the affirmative action plan. Monitor the progress toward meeting goals set in the AAP.
Protects company and employee interests in accordance with company policies and governmental laws and regulations.
Provides guidance on leave issues including FMLA, ADA, and other laws.
Coordinates training of supervisors and employees with regard to compliance issues and regulations.
Develop, recommend, review and implement employment related policies and procedures and ensure up-to-date with constant changing employment laws, rules and/or regulations.
Maintains knowledge of industry trends, employment legislation, best practices to keep management informed of new developments, policies and practices, and insures compliance.
Serves as a knowledgeable resource to supervisors and employees seeking answers to questions on policies and procedures.
Serve as worker’s compensation administrator and work closely with the Director of Corporate Safety to conduct workplace investigations to any work related injury to any employee.
Conducts employee exit interviews and initiates separation process.
Collect data and create monthly HR metrics and present to President & CEO.
Actively participates in and represents company in community and non-profit philanthropic efforts on behalf of the employees and the co-operative.
Coordinate, plan and host employee recognition program for co-operative.
Direct supervision of Payroll/Benefits Specialist and HR Coordinator
Bachelor’s degree in Human Resources, Psychology or equivalent experience is required.
PHR or SPHR (Professional in Human Resources) certification is a plus.
Ten years progressively responsible management experience in Human Resources.
Thorough understanding of all Federal, State & Employment related laws & regulations.
Ability to facilitate presentations, conduct training sessions and meetings.
Strong communication skills, both oral and written.
Ability to work with sensitive, confidential matters.
Ability to assess priorities and address critical issues.
General working knowledge of computers, but not limited to MS Office suite.
A valid driver’s license is required.
Working Conditions / Physical & Emotional Demands:
The activities of this position require the employee to be able to lift 20 pounds and carry it for 50 feet on an occasional basis.
There will be continuous waist level reaching where employee will be reaching for items around the desk.
Occasionally the employee will have to reach below to get an item from a file drawer.
Employee will be pushing and pulling on an occasional basis opening file drawers and moving chairs and tables around. In using the personal computer, getting things from around the desk, being on the phone, and doing other tasks, the employee will be twisting and rotating continuously on a daily basis.
Employee must have good finger dexterity in order to use the phone, computer/typewriter, and write, use tools, send faxes, all on a continuous basis.
Occasionally the employee will have to stoop or bend to get items from bottom of shelves or the floor.
The employee will be kneeling occasionally in order to do a task on the floor or to access items from lower drawers and shelves.
The employee must practice office safety procedures daily
On an average day, the employee will be standing 10% of the time, walking 15% of the time, and sitting 75% of the time. The latter is composed of being on the phone, on the computer or in meetings.
Employee must be able to read, see on the computer on a daily basis
There will be continuous need for meeting deadlines in this position.
Occasionally there may be irate customers and may have to take complaints from both internal and external customers.
The responsibilities, duties, tasks, and reporting relationships may change from time to time either temporarily or ongoing based on the needs of the employer. Such changes may be made by the employer in oral or written form.
The responsibilities and duties specified in this job description and the information contained in the accompanying position specifications are intended to generally reflect the nature of the position and are not intended to be all-inclusive.
The individual is expected to work extended and/or irregular hours if necessary as assigned.
The position description does not constitute a written or implied contract of employment.
Note: Individual must possess and maintain the mental and physical competencies necessary to perform the duties of the position.
Internal Number: 15-006-19
About Lumbee River EMC
Lumbee River Electric Membership Corporation is a not for profit electric utility owned by the more than 60,000 members that we serve in Cumberland, Hoke, Robeson and Scotland counties. We currently serve more than 61,000 accounts, over 77,000 power poles, spanning more than 5,600 miles across those four eastern North Carolina counties.