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JOB DESCRIPTION – The GolfWorks

JOB TITLE

Human Resources Manager

Report to(title)

CEO

Department Name

Human Resources

Position Summary:

The Human Resource Manager will lead and direct the routine functions of the Human Resources

department including recruiting, interviewing, hiring, administering pay, benefits, and leave, and

enforcing company policies and practices. Performs routine tasks required to administer and execute

human resource programs including but not limited to compensation, benefits, and leave; disciplinary

matters; disputes and investigations; performance and talent management; occupational health and

safety; and training and development.

Essential Functions and Responsibilities:

a) Maintain personnel and time reporting files including employee attendance and compliance

with established policies and procedures.

b) Manage payroll operations within the payroll system to include onboarding and set-up of new

employees, employee change/adds, pay raises, 401(k) etc.

c) Complete payroll and reports on a bi-weekly basis.

d) Responsible for 401(k) including, annual census, enrollment, eligibility hour tracking, and

biweekly payroll uploads.

e) Liaison between GolfWorks, 401(k) recordkeeper an financial advisor. Participate in quarterly

meetings.

f) Work as a liaison with parent company regarding Health and Dental, LTD, Life plans, ACA

reporting, Associate Discount program and Business Continuity file.

g) Administer the company benefit programs in partnership with parent company. Hold employee

orientation meetings in a timely manner to ensure timely benefit enrollment.

h) Partners with the leadership team to understand and execute the organization’s human

resource and talent strategy particularly as it relates to current and future talent needs,

recruiting, retention, and succession planning.

i) Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions;

collaborates with departmental managers to understand skills and competencies required for

openings.

j) Works with local job development organizations and schools for work readiness programs.

k) Conducts/acquires background checks and pre-employment drug screens.

l) Implements new hire onboarding and orientation.

m) Handles employment-related inquiries from applicants, employees, and supervisors, referring

complex and/or sensitive matters to the appropriate staff.

n) Attends and participates in employee disciplinary meetings, terminations, and investigations.

o) Administers and tracks FMLA and leaves of absences.

p) Oversees the safety programs.

q) Reviews, tracks, and documents compliance with mandatory and non-mandatory training. This

may include safety training, anti-harassment training, and certifications.

r) Administer and coordinate all workers’ compensation claims with parent company.

s) Complete and submit Workers’ Compensation reportable wages and EEO-1 reporting.

t) Responsible for OSHA logs.

u) Maintains compliance with federal, state, and local employment laws and regulations, and

recommended best practices; reviews policies and practices to maintain compliance.

v) Maintains knowledge of trends, best practices, regulatory changes, and new technologies in

human resources, talent management, and employment law.

w) Performs other duties as assigned.

Required Skills/Abilities:

• Excellent verbal and written communication skills.

• Excellent interpersonal, negotiation, and conflict resolution skills.

• Excellent organizational skills and attention to detail.

• Excellent time management skills with a proven ability to meet deadlines.

• Strong analytical and problem-solving skills.

• Ability to prioritize tasks and to delegate them when appropriate.

• Ability to act with integrity, professionalism, and confidentiality.

• Thorough knowledge of employment-related laws and regulations.

Education and Experience:

• Bachelor’s degree in Human Resources, Business Administration, or related field required.

• At least one year of human resource management experience preferred.

• SHRM-CP or PHR a plus.

• Experience with Paycor software a plus.

Physical/Mental Requirements and Work Conditions:

These are physical and mental requirements of the position as it is typically performed. Inability to

meet one or more of these physical or mental requirements will not automatically disqualify a

candidate or employee from the position. Upon request for a reasonable accommodation, the

Company may be able to adjust or excuse one or more of these requirements, depending on the

requirement, the essential functions to which it relates, and the proposed accommodation.

Attendance: Compliance with general company attendance standards is acceptable.

FLSA Status: Exempt

Disclaimer: The above statements are intended to describe the general nature and level

of work being performed by employees assigned to this classification. They are not intended

to be construed as an exhaustive list of all responsibilities, duties and/or skills required of all

personnel so classified.