DCi, a global leader in Corporate Event Planning, is seeking a Human Resources Manager to join our dynamic team. If you have prior DMC experience and are looking for a supportive, creative, and collaborative environment, we'd love to hear from you!

At DCi, we offer:

Excellent benefits
A dog-friendly office
A team-oriented culture
Leadership that truly listens

We believe in a Work Hard, Pay Hard philosophy and are committed to treating our people with respect. Our goal is to be an employer of choice in the industry, and we work every day to make that a reality.

If you're ready to be part of a company that values its team and fosters innovation, apply today!

Primary Objectives:

The Human Resources Manager is responsible for the management of all Human Resources functions in the Business Operations department, supporting the needs of internal employees, as well as oversight and forecasting future needs related to Human Resources compliance in conjunction with DCi business needs. The HR Manager works to ensure DCi is always competitive in the industry relative to compensation and benefits offerings, maintains an active and visible presence on the management team and serves as a valuable resource to all departments. This position attends to a variety of critical business operations responsibilities, and requires strong attention to detail, accuracy, discretion, and diplomacy.

Major Areas of Accountability:

Strong working knowledge and oversight of ADP payroll management, including both time/attendance and payroll functions, state labor law compliance and verifying accurate set up of rules to ensure proper overtime and other pay, multi-state set up and expansion process, reviewing reports such as PTO balances and liability, verifying compliance and proper tax form filings in conjunction with Accounting/Tax Consultant, processing complicated/large payrolls with grats, bonuses, commissions, pay changes, retro pay calcs, multiple pay rates, garnishments, etc, and providing backup support for bi-weekly payroll processing as needed
Recruiting: Thorough understanding of best practices, federal/state/local employment laws and regulations, working to fill open positions with talented and qualified candidates based upon market research and by sourcing a variety of avenues, screening, coordinating interview process with department Managers and ensuring cross-department interaction as appropriate to the position, employment negotiations, facilitating offers, and ensuring candidates have an enjoyable experience with DCi during the hiring process
Onboarding/Offboarding: Maintain current job descriptions for all roles in conjunction with department Managers, collaborating on open positions, work closely with Managing Director on appropriate compensation range, generate offer letters and all onboarding documents, training of new hires on HR-related policies, ensure 90-day review is conducted timely by all department Managers, coordinate exit interviews/terminations, collect loaned items, ensuring that DCi is in compliance with all entry/exit documents, required signatures, and that each employee personnel file is up-to-date at all times
Benefits & Perks: Develop and administer Compensation Philosophy in conjunction with Managing Director and Sr. Director, Business Operations and assist internal employees with related questions, implement and administer programs related to productivity, recognition, and morale in collaboration with Management to promote employee satisfaction and retention
Benefits administration: Coordination of annual Open Enrollment process for all insurance offerings with broker/providers and employees, ensuring accurate set up of new benefits providers, payroll deductions, support internal employees as needed, management of broker and vendor partnerships
401(k) administration: Familiarity with various plans along with risks and benefits of each, review census, reporting, and testing, coordination of bi-annual 401(k) plan enrollment and quarterly informational meetings, audit support as needed. Serve as main point of contact for Nova, AFS, and Empower
Negotiate new HR platform software and manage implementation and conversion from paper files to digital, working knowledge of regulations pertaining to electronic data storage, and ongoing management of software to ensure that full employee files are current, and accessible for management to review as needed

Drive performance reviews, developing efficient processes and documents to support department Managers in ongoing conversation and evaluation of their individual team members in the areas of performance, compensation, growth, goal setting and achievements, along with incentives or corrective action as appropriate. Monitor trends and develop innovative ideas to keep this process fresh and motivational, efficient, and compliant

Provide high-level HR support for internal employees including Worker's Comp claims, workplace safety, and employment-related inquiries from Managers to assist them in direct management of their team, collaborating with the Managing Director, on complex or sensitive matters

Train managers in the thought process behind the need for timely documentation of any HR-related matters, and keep in close contact with them to ensure that they become proficient in noting relevant information and proactively sharing documentation with HR Manager in order to support them, the employee, and the company
Ensure compliance with federal/state/local employment laws/regulations including up to date COVID directives, implement best practices, review new updates keeping DCi Employee handbooks (internal and field staff) current, assist Management in ensuring employee compliance with Company policy, including anti-harassment, business ethics, and other such policies required by law

Monitor and track required trainings keeping them up to date and DCi compliant with federal, state and local employment laws and regulations, collaborate with Compliance and Systems Director on safety and other related trainings to ensure they are kept current

Maintain knowledge of trends, best practices, regulatory changes, and employment law, research and implement new technologies in human resources and talent management

Knowledge and Skills Required

Bachelor's degree or equivalent experience in Human Resources/Business Administration
6+ years related HR experience in a corporate setting, business administration, business operations, and strong payroll experience
Specialized education and professional credentials required (eg SHRM-CP, SHRM-SPC, SPHR)
Strong working knowledge of HR functions, procedures, labor law compliance
Exceptional attention to detail, organization, and time management
Pleasant and approachable, able to cultivate amicable relationships with ownership, management and various levels of employees, exhibit very strong interpersonal skills, possess a professional appearance and demeanor
Strong critical thinking, analytical, and problem-solving skills
Strength of character, ethics, commitment, and reliability
Ability to handle confidential information and sensitive situations with kindness, tact and diplomacy

Benefits:

401(k) (upon eligibility)
401(k) matching (upon eligibility)
Dental insurance
Flexible schedule
Flexible spending account
Health insurance
Life insurance
Paid time off
Referral program
Vision insurance

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