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Sample Total Compensation Package for: HR Recruiting Manager

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The case study scenario:
Creat a compensation package for an Human Resource Recruiting Manager position. Review the job description and look at comparable market data.

The solution explains why a salary range is used, the target hiring rate, along when timing of future pay increases. There is a simple graph included to help illustrate the costs of a position.

Position Description:
The Human Resources Recruiter is responsible for delivering all facets of recruiting success throughout the organization. This will be achieved through the development of local and national recruiting plans, employing traditional sourcing strategies and resources as well as developing new, creative recruiting ideas. The Human Resources Recruiter will play a critical role in ensuring we are hiring the best possible talent.
Primary Objectives of the Human Resources Recruiter:
- Develop and execute recruiting plans.
- Network through industry contacts, association memberships, trade groups and employees.
- Coordinate and implement college recruiting initiatives.
- Administrative duties and recordkeeping.
Develop and Execute Recruiting Plans
- Work with hiring managers on recruiting planning meetings.
- Create job descriptions.
- Lead the creation of a recruiting and interviewing plan for each open position.
- Conduct regular follow-up with managers to determine the effectiveness of recruiting plans and implementation.
- Develop a pool of qualified candidates as per department need.
- Research and recommend new sources for active and passive candidate recruiting.
- Build networks to find qualified passive candidates.
- Post openings in newspaper advertisements, with professional organizations, and in other position appropriate venues.
- Utilize the Internet for recruitment.
--Post positions to appropriate Internet sources.
--Improve the company website recruiting page to assist in recruiting.
--Use social and professional networking sites to identify and source candidates.
Network Through Industry Contacts, Association Memberships, Trade Groups and Employees
- Locate and document where to find ideal candidates.
- Communicate with managers and employees regularly to establish rapport, gauge morale, and source new candidate leads.
- Create contacts within industry.
- Attend local professional meetings and membership development meetings.
Coordinate and Implement College Recruiting Initiatives
- Coordinate college recruiting initiatives.
- Attend career fairs for recruiting and company recognition.
- Develop working relationships within colleges to aid in recruiting.
- Give presentations at colleges, attend student group meetings, and increase college awareness of the company before and after career fairs.
Administrative Duties and Record Keeping
- Manage the use of recruiters, headhunters and staffing agencies.
- Review applicants to evaluate if they meet the position requirements.
- Conduct pre-screening and second interviews.
- Maintain all pertinent applicant and interview data in the Human Resources Information System (HRIS).
- Assist in performing reference and background checks for potential employees.
- Assist in writing and forwarding rejection letters.
- Assist in preparing and sending offer packages.
- Assist in preparing and sending new employee orientation packages.
Required Knowledge, Skills, and Abilities
- Minimum Bachelor's Degree in Human Resources Field, Master's preferred.
- At least three years of full cycle recruiting required in a corporate recruiting environment.
- Professional in Human Resources (PHR) certification preferred.
- Advanced technical knowledge of employment laws related to recruiting (state and federal).
- Intermediate experience in Microsoft Office products: Word, Excel, Outlook, Internet.
- Able to exercise effective judgment, sensitivity, creativity to changing needs and situations.
- Effective oral and written communication skills.
- Advanced time management and organizational skills.
- Ability to work with various departments and foster teamwork.
- Skills in database management and record keeping.
- Ability to travel for recruitment meetings, college visits, and career fairs and maintain a flexible work schedule.
- Must be able to identify and resolve problems in a timely manner.

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Solution Preview

The Human Resource Recruiter may not be inclusive of "Manager" in the title; but this individual is tasked with managing the entire recruitment process for the organization. Based on the required knowledge, skills and abilities (KSA) of this position, the comparable data utilized for research is that of a management position. According to the Bureau of Labor Statistics (BLS), the median annual salary for a Human Resource Manager position as of March 2012 was $99,130 (see reference below). This was the basis used for compiling a compensation package. To ease with the mathematical computations, a small inflationary factor was added to this 2012 base annual salary, thus the median annual salary range for this purpose of constructing a compensation package for ...

Solution Summary

This solution is around 500 words and includes a reference. There is an analysis for developing the salary range for a Human Resource Recruiting Manager position. Target hiring range, along with a proposal for increases, is also included. Benefits, and the level at which they will be paid by the employer is provided. There is a simple pie chart in Excel, representing the amount each item "costs" in relation to total position expense.

See Also This Related BrainMass Solution

Legal Implications on HR of Employment Law, Commitment to Diversity, and Affirmative Action

Five questions on legal implications on HR. Just a few sentences for each question.

1. From what you have read, do the employment laws affecting the private sector work as they are designed to in the U.S.? Have they worked in the past? Do they need to be revised in light of new topics related to employment? Please defend your discussion. Provide employer examples/court case examples and research information.

2. Is it necessary for a private-sector organization to make a public commitment to diversity? What are the pros and cons associated with doing so? Provide employer examples and research information not previously mentioned.

3. What should these terms mean to the private sector HRM manager: "reverse discrimination" and "affirmative action"? What is the U.S. Supreme Court's stand on reverse discrimination and affirmative action? What do these terms mean?
In what ways are anti-discrimination efforts and valuing diversity in the workplace related, and not related? How do the terms "reverse discrimination" and "affirmative action" relate to an organization's anti-discrimination efforts? To their diversity initiatives? Provide employer examples.

4. Top management has just learned that there now is another union organizing effort going on. This is the third time in four years that the hourly employees have tried to unionize; the vote margin is narrowing. As an HR manager in this union-free company with 500 plant (hourly) employees in one location in a large industrial city, what actions during an organization drive will you recommend to top management to strive to remain union-free at this late date? There are long-service, poor-performing employees who are the push behind the organization effort each time. Each year it is the same. They are viewed by supervisors as "troublemakers." They aren't valuable employees by any means.
Top management wants to hear what you recommend after you conduct research.

5. You are a newly hired compensation manager in an organization that makes packaged cupcakes and other snack bakery items. There are 1450 employees in your one location. You are currently union free. Your organization has a total rewards program but does not know if the total rewards program is cost effective. What numbers are needed to determine whether or not what is offered is worth the administrative hassle, headaches and total labor costs involved? Specifically, discuss one important metric that needs to be measured in the process of evaluating the impact of your firm's total rewards program on recruitment, motivation/productivity and retention levels. How would you go about gathering and/or separating out, and analyzing the information needed?

Keep in mind that hiring a consultant is not an option. Top management feels they have spent enough and want some concrete recommendations from you. This task is yours in your new role as compensation manager.

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