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Company: Rogers Water Utilities

Location: Rogers, AR

Job Summary

GENERAL DESCRIPTION OF POSITION
Primary responsibilities include a leadership role in proactively developing, implementing, managing, and integrating people strategies, programs, and guidelines in support of business and organizational objectives. This includes organizational development, building leadership capability, retention strategies, employee relations, compensation, performance management, merit pay program, training and development, integration of diversity and inclusion, and career coaching. Requires the exercise of independent judgment, initiative, and discretion based on knowledge of personnel policies and administrative procedures while performing daily activities.Handles all aspects of human resource activities including hiring/firing, compensation, benefits, personnel policies and procedures, employee relations, employee training, federal and state employment and compensation compliance, documentation, and insurance. Maintains current license for all professional employees.


Detailed Job Description

GENERAL DESCRIPTION OF POSITION

Primary responsibilities include a leadership role in proactively developing, implementing, managing, and integrating people strategies, programs, and guidelines in support of business and organizational objectives.  This includes organizational development, building leadership capability, retention strategies, employee relations, compensation, performance management, merit pay program, training and development, integration of diversity and inclusion, and career coaching.  Requires the exercise of independent judgment, initiative, and discretion based on knowledge of personnel policies and administrative procedures while performing daily activities.Handles all aspects of human resource activities including hiring/firing, compensation, benefits, personnel policies and procedures, employee relations, employee training, federal and state employment and compensation compliance, documentation, and insurance.  Maintains current license for all professional employees.

 

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Oversight management of the human resources function for the company. This duty is performed about 20% of the time.

 

2. Employee hiring and termination paperwork/file maintenance. This duty is performed about 5% of the time.

 

3. Maintain employee insurance and benefits program.

 

4. Ensure the compliance with government agency and legal employment and compensation laws. This duty is performed about 5% of the time.

 

5. Corporate and individual professional organization maintenance. This duty is performed about 10% of the time.

 

6. Oversight of employee compensation and benefits. This duty is performed about 20% of the time.

 

7. Assist management team with employee development and training decisions. This duty is performed about 10% of the time.

 

8. Provide input and support for staffing decisions. This duty is performed about 10% of the time.

 

9. Ensure all individual and corporate licensing is appropriate and kept up to date. This duty is performed about 10% of the time.

 

10. Develop, review, monitor and ensure compliance with all personnel policies and procedures. This duty is performed about 10% of the time.

 

11. Perform any other related duties as required or assigned.

 

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty mentioned satisfactorily.  The requirements listed below are representative of the knowledge, skill, and/or ability required.

 

EDUCATION AND EXPERIENCE

Broad knowledge of such fields as accounting, marketing, business administration, finance, etc. Equivalent to a four year college degree, plus 9 to 10 years related experience and/or training, and 5 years related management experience, or equivalent combination of education and experience.

 

COMMUNICATION SKILLS

Ability to write reports, business correspondence, and policy/procedure manuals;  Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.

 

MATHEMATICAL SKILLS

Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume. Ability to apply concepts such as fractions, ratios, and proportions to practical situations.

 

CRITICAL THINKING SKILLS

Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables.

 

REQUIRED CERTIFICATES, LICENSES, REGISTRATIONS

College Degree

 

PREFERRED CERTIFICATES, LICENSES, REGISTRATIONS

Degree in Human Resources

HRCI or SHRM certification preferred.

 

SOFTWARE SKILLS REQUIRED

Intermediate: Spreadsheet, Word Processing/Typing

Basic: 10-Key, Contact Management, Human Resources Systems, Presentation/PowerPoint

 

 

INITIATIVE AND INGENUITY

SUPERVISION RECEIVED

Under general direction, working from policies and general directives. Rarely refers specific cases to supervisor unless clarification or interpretation of the organization's policy is required.

 

PLANNING

Considerable responsibility with regard to general assignments in planning time, method, manner, and/or sequence of performance of own work, in addition, the organization and delegation of work operations for a group of employees engaged in widely diversified activities.

 

DECISION MAKING

Performs work operations which permit frequent opportunity for decision-making of major importance which would have considerable effect on the final attainment of multiple major activities and the organization's projects of a large organization component and organization's clientele.

 

MENTAL DEMAND

Intense mental demand. Operations requiring sustained directed thinking to analyze, solve, or plan highly variable, administrative, professional, or technical tasks involving complex problems or mechanisms.

 

ANALYTICAL ABILITY / PROBLEM SOLVING

General oversight. Activities covered by general organizational philosophy and objectives. Solving problems in novel, non-recurring or swiftly changing situations in which the approach is not fully defined. Guidance by top executive officer or business owner.

 

RESPONSIBILITY FOR WORK OF OTHERS

Responsibility for work of others: Not indicated.

 

RESPONSIBILITY FOR FUNDS, PROPERTY and EQUIPMENT

Ordinarily has little, if any, association with funds, supplies, equipment or other property where there would exist any appreciable opportunity for damage, misappropriation, or other monetary loss.

 

ACCURACY

Probable errors would normally not be detected in succeeding operations and may have serious effects in relationships with patrons and/or with the operations of other segments of the organization. Frequent possibilities of error would exist at all times, since the above mentioned areas are inherent in the job.

 

ACCOUNTABILITY

 

FREEDOM TO ACT

Oversight. High level of freedom to complete the duties of the position and guided by broad policy with oversight by president, elected official, etc

 

ANNUAL MONETARY IMPACT

The amount of annual dollars generated based on the job's essential duties / responsibilities. Examples would include direct dollar generation, departmental budget, proper handling of organization funds, expense control, savings from new techniques or reduction in manpower.

 

Very small. Job creates a monetary impact for the organization up to an annual level of $100,000.

 

IMPACT ON END RESULTS

Moderate impact. Job has a definite impact on the organization's end results. Participates with others in taking action for a department and/or total organization.

 

PUBLIC CONTACT

Occasional contacts with patrons on routine matters.

 

EMPLOYEE CONTACT

Continuous contacts frequently involving difficult negotiations which require a well-developed sense of strategy and timing. Involves contacts with senior level internal officials.

 

USE OF MACHINES, EQUIPMENT AND/OR COMPUTERS

Regular use of complex machines and equipment (desktop/laptop computer and software, road and production machines and equipment, driver's license/cdl, etc.)

 

WORKING CONDITIONS

Normal working conditions as found within an office setting, wherein there is controlled temperature and a low noise level, plus a minimum of distractions.

 

ENVIRONMENTAL CONDITIONS

The following work environment characteristics described here are representative of those an employee encounters while performing essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

 

The noise level in the work environment is usually moderate.

 

PHYSICAL ACTIVITIES

The following physical activities described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions and expectations.

 

High diversity, low physical. Work activities which allow for considerable amount of diversity as an incumbent performs a variety of tasks. Such tasks might be performed from a given work area, or the individual may move about physically in performing a variety of duties.

 

While performing the functions of this job, the employee is continuously required to use hands to finger, handle, or feel, talk or hear; frequently required to sit; and occasionally required to stand, walk, reach with hands and arms, stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision; and color vision.

 

ADDITIONAL INFORMATION

The incumbent must have a thorough knowledge of all matters pertaining to effective and efficient handling of personnel administration function since the position either influences or creates personnel policy for the Company.  Human relation skills and problem solving ability are necessary since a large amount of the job is maintaining contact and communicating with managers, supervisors and employees to assist and explain personnel policies and procedures.  Mishandling of personnel function could cause substantial employee dissatisfaction resulting in absenteeism, turnover, and poor performance.

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