Skip to main content
Home > Opportunities > Careers

Human Resources Manager

This full-time position is in our Madison office.

Under general direction, the Human Resources Manager is responsible for planning, developing, and leading Slipstream’s human resources team and employing practices and objectives that provide an employee-oriented, high performance culture, emphasizing quality, productivity, goal attainment and the recruitment, development, and retention of a superior workforce.

Primary and Essential Responsibilities

1. Employee Relations

  • Manage the Employee Handbook, Policy Manual, Manager Manual, and associated policy communications to employees, keep current with any legal changes that may require policy updates
  • Determine and recommend employee relations practices necessary to establish positive employer-employee relationships and promote a high level of employee morale and motivation
  • Provide supervisors with direction and coaching skills regarding employee issues that may affect work performance
  • Coach employees on conflict resolution with their supervisors or colleagues
  • Conduct employee complaint investigations when concerns are brought forth, engaging legal counsel and other resources as appropriate
  • Review and approve management recommendations for employment termination
  • Conduct exit interviews to monitor reasons behind voluntary separations, note patterns and provide recommendations on addressing patterns to management

2. Staff Development & Training

  • Design and oversee implementation of an orientation program for all new employees that instills knowledge of the organizational vision, values and culture, operational practices and expectations, as well as basic training relative to the employee’s specific areas of responsibility
  • Provide training on expectations to all staff involved in providing orientation; monitor to ensure implementation of an effective orientation plan for each new employee
  • Continually assess organizational training and development needs, identifying existing knowledge and skill needs as well as future needs identified through strategic planning
  • Design and implement employee training and development initiatives to address those needs

3. Performance Management

  • Oversee implementation of a comprehensive performance management system that effectively links individual employee goals to organizational objectives, and provides an ability to fairly and effectively assess employee performance, identify growth opportunities, and identify and correct performance issues
  • Provide managers with coaching skills regarding ongoing performance management, critical conversations, and the review process
  • Provide training to supervisors and employees on expectations and best practices for completing performance reviews to facilitate effective reviews; provide assistance to supervisors, as needed, to assure an effective assessment and evaluation process in individual cases
  • Oversee administration of the performance review process, ensuring that all employees receive timely reviews and all documentation is timely and appropriately completed; notify the appropriate supervisor and his/her manager when annual review deadlines are missed
  • Counsel and support managers in addressing performance concerns
  • Monitor the implementation of Corrective Action Plans
  • Review and improve the performance management process as needed, soliciting input from the Executive Team and managers

4. Recruitment

  • Lead development and implementation of policies, procedures and practices necessary to recruit and hire a talented and diverse workforce
  • Ensure that the recruitment process is implemented fairly, consistently, and in compliance with all applicable laws
  • Incorporate principles of diversity and inclusion into the recruitment process
  • Ensure implementation of sound documentation and records management practices, including appropriately safeguarding confidential information
  • Oversee recruitment efforts for executive-level positions

5.HRIS

  • Manage the accurate and timely input of data into the HRIS system
  • Evaluate and implement any required upgrades and/or changes to the HRIS system

6. Staff and advise the Board of Director’s Personnel Committee

  • Co-lead the Personnel Committee with a board member
  • Draft agendas, minutes, and reports
  • Be present at Board meetings

7. Other duties as requested which may include, and are not limited to:

  • Direct supervision of HR team staff, which may include Professional Recruiter(s), Training and Development Manager, and Human Resources Coordinator(s)
  • Manage the Equal Employment Opportunity and Affirmative Action Programs
  • Oversee the annual employee engagement and satisfaction survey

Competencies

  • Demonstrated leadership skills
  • Exhibits knowledge of state and federal regulations and laws
  • Demonstrated analytical and problem solving abilities
  • Ability to work with a sense of urgency while maintaining a calm composure
  • Practiced diplomatic and effective verbal and written communication skills
  • Proven ability to juggle multiple priorities simultaneously using excellent judgment and with minimal direction
  • Demonstrated team facilitation and participation experience
  • Displayed approachability and high degree of responsiveness to others
  • Experienced in public speaking and/or demonstrated presentation skills

Qualifications

1. Bachelor’s degree in Human Resources Management or related field and/or SHRM-CP or PHR certification.

2. Five to seven years of human resources management experience.

3. SHRM-CP or PHR certification preferred.

4. Proficiency in Microsoft Office Suite

5. Proficiency in databases to effectively utilize and implement an HRIS

While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to finger, handle, or feel objects, tools or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch or crawl; talk or hear; taste or smell. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.