Manager, HR Programs

As the Manager, HR Programs at SanMar, you will be responsible for overseeing a variety of HR initiatives, including new employee onboarding and employee engagement programs. Additionally, you'll manage the program team, collaborate with Marketing on branding initiatives, oversee budget management, and lead charitable giving efforts. Your role will also involve ensuring effective communication within the department and representing the company in community efforts.

To qualify for the Manager, HR Programs role at SanMar, candidates should possess a Bachelor's Degree or equivalent experience. Additionally, 7-9 years of HR or HR program management experience is essential, alongside supervisory or management skills. Strong communication and organizational abilities, as well as a collaborative mindset, are crucial for ensuring project success.

The Manager, HR Programs plays a vital role in enhancing employee engagement at SanMar by developing and implementing innovative employee experience programs. This includes managing onboarding initiatives and spearheading company-wide charitable efforts that foster a sense of community among employees. By working closely with leadership and various stakeholders, you'll ensure that every program is aligned with the company’s mission and values.

SanMar offers a competitive salary for the Manager, HR Programs position, ranging from $105,000 to $150,000 annually, depending on experience. Additionally, there are opportunities for an annual discretionary bonus of up to 15% of the base salary, along with a comprehensive benefits package.

At SanMar, the work environment for the Manager, HR Programs is designed to foster collaboration and innovation. You will be a part of a hybrid setup where some duties can be performed remotely, while others require in-office presence. The atmosphere is supportive, and you’ll regularly interact with colleagues across various departments, ensuring a rich exchange of ideas and feedback.

When developing an employee onboarding program, I would first assess the current processes in place at SanMar and gather feedback from recent hires to identify areas for improvement. Collaborating with department heads, I would determine key content and training that align with our company culture and values, ensuring a welcoming experience for new employees.

Certainly! In my previous role, I led an employee engagement initiative focused on well-being. We organized team-building events that included health workshops and charity runs, which encouraged participation and fostered connections among employees. As a result, we saw a significant increase in employee satisfaction scores and team cohesion.

To communicate HR programs effectively, I would develop a comprehensive communications strategy that includes regular updates via intranet, newsletters, and team meetings. Engaging employees through interactive channels, such as Q&A sessions and feedback surveys, would also help ensure their voices are heard and increase program adoption.

Handling a budget for HR programs requires careful planning and monitoring. I would start by forecasting expenses based on historical data and strategic goals, ensuring alignment with SanMar's overall budget. Regularly tracking expenditures and reporting any discrepancies will allow for timely adjustments and maintain financial accountability.

I believe in utilizing both qualitative and quantitative methods to measure HR program effectiveness. Surveys, feedback sessions, and performance metrics can provide valuable insights into employee engagement and satisfaction levels, allowing adjustments to be made based on real data and fostering continuous improvement.

To ensure HR initiatives align with company values, it’s crucial to stay connected with the organization's mission and goals. I would involve leadership in the planning process, gather input from employees, and continuously review the programs against our core values, ultimately making adjustments as needed.

Cross-functional collaboration has been a cornerstone of my career. By facilitating open communication channels, I have successfully partnered with different departments, ensuring that HR initiatives support broader company goals and are well-integrated. Regular team meetings and collaborative project planning have been instrumental in fostering these relationships.

Managing a diverse team involves recognizing individual strengths and perspectives. I would promote an inclusive environment by encouraging team members to share their insights and create a culture of collaboration. Regular check-ins and tailored support will also help ensure that everyone feels valued and empowered to contribute.

Data plays a critical role in HR program management. By analyzing employee feedback, participation rates, and performance outcomes, I can make data-driven decisions that improve existing programs and create new initiatives that truly resonate with employees' needs.

I stay updated on HR trends and regulations by attending industry conferences, participating in webinars, and subscribing to key HR publications. Networking with other HR professionals also provides insights into best practices and emerging trends, which I can adapt for use at SanMar.