HR Worker Care Manager

Job Synopsis

Provides leadership to a staff team responsible for worker care functions that include compensation, benefits, maintenance of personnel information and related data, training and support of MCC personnel. The Worker Care team manager is accountable to the US HR Director. This role is responsible for worker care, domestic training, compensation and benefits administration.
Job Details

Salaried Employee -Full Time at 1 FTE
Qualifications

Organizational values and culture: All MCC workers are expected to exhibit a commitment to a personal Christian faith and discipleship; active church membership; and nonviolent peacemaking. MCC is an equal opportunity employer, committed to employment equity. MCC values diversity and invites all qualified candidates to apply.

Essential:

Bachelors Degree HR: progressively responsible experience, higher education and/or other training/certification in HR may be substituted for the education.
Minimum 3-5 Years of HR experience.
Working knowledge of employment law and compensation/benefit regulations.
Strong organizational skills
Strong inter-personal skills, able to team-build and collaborate across departments to accomplish goals for larger organization
Demonstrated relationship skills and excellent customer service skills
Excellent English communication skills, both written and oral
Proficiency in Office Suite
Employment eligibility: Legally eligible to work in the US MCC offers of employment are subject to a successful criminal background check.

Safeguarding commitment: As an HR Manager, in collaboration with the HR Director, keep an ongoing focus on an organizational culture that ensures a safe, diverse, inclusive and professionally rewarding environment. Partner with Regional HR Coordinators to establish and cultivate policies, practices, and norms supporting that orientation.

Support management of safeguarding cases and training with MCC teams related to MCC priorities and framework

Anti-oppression commitment: MCC expects all staff to actively participate in an organization culture that focuses on dismantling any barriers based on race, economic inequality or gener-based oppression. This includes an expectation to assess and address any barriers within themselves, within their team(s), and within MCC; supervisors are expected to take leadership in assessing and addressing these barriers

Preferred:

High proficiency of Excel expertise
Spanish proficiency
HR certification or additional educational attainment in HR.
Key Responsibilities

Generalist Support/Worker Care 80%

Management/Staff Supervision 20%

Manager tasks:

Manage the Worker Care team, create their job descriptions, ensure planning and implementation of work portfolios.
In collaboration with the US HR Director, plan for, organize and supervise all project management tasks for the Worker Care team.
Provide leadership, consistency and risk management to worker care tasks carried out in the US and Regions (for IP and US service workers, NS of IP and US employees).
Under direction of US HR Director, communicate as helpful with US and Regional Executive Directors on worker care portfolios and projects. Ensure that our worker care and training components are compliant with or exceed regulations, and that MCC has sufficient policy and best practices to support compliance in those areas. Provide regular direction, development, and feedback to worker care team members; performs annual performance evaluations.
Compliance  Administration:

As manager of the Compensation Specialist, hold responsibility to ensure that MCC US compensation meets or exceeds applicable compliance requirements, processing emerging requirements/best practices to discern whether appropriate to MCC, ensure reporting to regulatory agencies as necessary.
Ensure  Annual Service Adjustment (ASA) and Cost of Living Adjustment (COLA) is implemented for MCC U.S. Service Workers. Support Compensation Specialist in applying these adjustments for US staff.
Serve as back up to Compensation Specialist in providing domestic employee salary quotes are provided accurately and timely, including calculating medical premiums for new hires.
Ensure payroll is processed accurately, in a timely manner, and compliant with applicable laws. Provide back up for the Benefits Specialist, running payroll regularly to stay up to date on the process. Work with FS to ensure smooth payroll processing between the two departments and systems and confirm all relevant payroll adjustments are communicated between the two departments. Work with FS to continue to improve payroll processing/benefits administration procedures.
Preview US consultancy agreements and those of US citizens within International Program to ensure compliance with applicable contractor/consultant labor law. Enter relevant information into the HRIS.
As the manager of the Benefits Specialist, hold responsibility to ensure that MCC US benefits meet or exceed applicable compliance requirements, reporting to regulatory agencies as necessary. Ensure benefits are processed and documented for US workers. This includes medical claims, dental, vision, retirement, FSA, HSA, EAP, life insurance, LTD and FMLA Compensation, Moving Expenses, Extensive Travel, Education of Children. Make recommendations to these policies as relevant
Process worker compensation claims, serving as primary contact for Workers Comp carrier, staff member, and supervisor.
Ensure accurate processing, administration and documentation of all leave of absence and disability requests: medical, personal, disability, accident and death claims, workers compensation and FMLA. Effectively interprets FMLA and ADA implications as they relate to leaves of absences/disabilities.
Ensure timeliness and accuracy of required reporting and fees.
Serve as background checking expert, including child abuse clearances for staff.
Generalist Duties:

Provide collaborative leadership to planning for and carrying out the local orientation process for each new regional hire/placement/transfer.  Welcome new staff in the locale(s) by introducing them to Regional staff/partners/relevant MCC Networks, including HR staff with whom they may need/want to interact.
Policy: Be familiar with all MCC US HR Policies, ensure employees/workers have access to and understand relevant policies and best practices; promote policies in the local context. Any request for Exception to Policy must be submitted to the U.S.HR Director. Serve as a member of the HR Policy Review Committee and submit drafts for consideration when US policies need updated.
Provide immediate worker care and personal HR response to staff in MCC US; direct to HR colleagues and/or outside resources as is helpful to situation/best practice/role of HR colleagues. Accompany local staff as helpful in navigating sensitive conversations with supervisors.
Act as contact person and facilitate the MCC response to racial and sexual harassment complaints and other types of complaints.
Provide frontline HR resources and advice to supervisors for managing their staff, pointing relevant concerns/situations to Specialist(s) or HR Director. Facilitate problem solving and grievance processing when needed. Provide support to supervisors conducting worker evaluations, progressive discipline and terminations.
Ensure that relevant employment actions are properly documented in HR files/software and communicated to respective parties. Ensure critical incidents are responded to and appropriately reported to U.S. HR Director.
Participate in MCC US Dismantling Oppression Team.
Assist staff and managers with updating FTE changes, performance improvement plans, and terminations.
General HR duties:

Serve on the US Classification Committee
Chair Worker Care Meetings
Attend US HR Team Meetings, US HR Manager meetings,  and HR Network meetings
Co-chair Safety Committee and chair Regional Safety Committee
Other duties as assigned on a temporary basis.

Supervision: The position directly supervises 3 employees. The International HR Specialist/Worker Care, the Benefits and HRIS Specialist, and the Compensation Specialist and West Coast Generalist.

Travel expectations: Negligible. Less than 30 nights away per year. HR network meetings and other US travel as directed by the HR director

Physical activity/demands: There is an occasional need for ascending/descending stairs and moving about to accomplish tasks. There is a constant need for remaining in a stationary position for prolonged periods of time, Performing repetitive hand motions and assessing the accuracy and neatness of work assigned.