This pertains to a Senior HR Manager at a non-profit organization. Task :
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Question

Please review my Objective & Rationale (below) and advise

if my work may need to be revised based on my training objective.  This pertains to a Senior HR Manager at a non-profit organization.


Task:  Works with Senior Manager of Payroll & Benefits to Analyze Trends in Compensation and Benefits
 
Works directly with Manager to confirm the agreement of implementing the strategies and incentives that will benefit the organization to ensure the salaries and benefits are competitive and stay within maintaining a balanced financial organization.


Knowledge and Skills
K:  Knowledge of the organization's financial structure and its relation to its mission and goals.
K:  Knowledge of the industry's economic future and how different state and federal regulations can affect its growth.
K:  Knowledge of working with upper management with the strategic planning while ensuring that the organization's goals while mindful of the employees' welfare.
S:  Having excellent communication skills and adaptability skills to handle a wide range of responsibilities when discussing its financial goals.
S:  Ensure that the information received remains confidential and information is provided only on an as-needed basis for a colleague or department.
S:  Have good budgeting skills to minimize expenses and maximize profits.


Objective:  When working with Senior Manager of Payroll & Benefits (goal), need to fully understand how the organizational financial structure is pertinent when developing the strategic planning as it relates to the employees' welfare (criterion), by measuring the successful results when analyzing the year-end budgetary measures will determine if the organization goals were met by a 85% return on investment in relation to assessing the costs saved by a correlated reduction in turnovers.


Discussions with Payroll on Benefits and Salaries are ongoing. With respect to trends, we utilize salary surveys and collaborate with HR Directors of Chicago on different platforms they are using for benefits and compensation. To foster work life balance, have remote work, we have onsite day care centers, employee assistance plans (EAP) and expanded bereavement policy with extends beyond the immediate family.

Rationale:  For my objective for Task 2, the Sr. HR Manager, will meet collaborate with other HR Directors to confirm that the payroll, benefits, and salaries are competitive with the industry while considering non-compensation incentives that will foster work life balance, remote work, daycare centers, employee assistance plans (EAP) and expanded bereavement policy that extend beyond the immediate family especially during the Covid -19 crisis.  The newly enhanced hiring initiatives will be evaluated by the HR Department and will require the final approval of the hiring committee.

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