Human Resources Director
Job Description and Responsibilities
Job Title: Human Resources Director
FLSA Status: Exempt
Salary Range: $110,000 - $130,000
The Human Resources Director will lead the development, implementation and administration of best practices, policies and strategies of all HR functions across multiple locations. The HR Director will provide hands-on operational and strategic human resources leadership for the organization and serve on the Executive Leadership team. He/she will be a significant contributor to build upon and enhance the culture that supports the professional development, growth and retention of employees and results in a phenomenal experience for a team of superior employees.
- Supervises the staff of the Human Resources Department.
- Evaluates the HR Department structure and team, provide leadership to improve the efficiency and effectiveness of the group as well as provide individuals with professional and personal growth opportunities.
- Leads a HR Department that is focused on customer service and satisfaction by ensuring the Human Resources Business Partners are credible, approachable, highly competent, dependable, and impartial as well as communicate effectively, have the trust of employees, and maintain confidentiality to the extent possible in all situations.
- Creates systems to evaluate customer satisfaction by continually measuring and monitoring the needs of its various customers to determine how well it is meeting those needs. Identify any areas that represent gaps and resolve those issues.
Compensation Strategy/Performance Management Planning
- Manage the completion of competitive market salary research and salary studies to establish solid salary practices and salary bands that help to recruit and retain superior talent.
- Develop and oversee performance management process, including goal setting and performance assessment, feedback and training processes.
- Oversee the administration of the collective bargaining agreement and foster a productive work relationship with union representatives.
- Manage the intake processing, tracking, handling of fact finding and related hearing of issues, settlement of or preparation of grievances for arbitration through the contractually obligated dispute resolution channels.
- Provide advice and counsel to managers and HRBPs on the effective navigation of labor relations matters, application of collective bargaining agreement provisions and grievance handling that proactively addresses operational issues or concerns related to organized employee populations.
- Serve as chief spokesperson for the organization in collective bargaining negotiations.
- Manage the development and training of hiring managers on best practices in human resources and managing employees to ensure compliance, mitigate liability and foster a positive work environment.
- Manage the provision of legally required training and implement processes to address potential issues.
- Ensure policies comply with all existing governmental, labor, legal and regulations and/or reporting requirements including any related to EEO, ADA, FMLA, OSHA, etc.
- Oversee and maintain company policies and procedures, including company’s core values and ethics policies.
- Participate in the development of the organization's goals, plans and programs as a strategic partner, providing the perspective of their impact on people resources.
- Translate the strategic and tactical business plans into HR strategic and operational plans.
- In collaboration with Organizational Development develop succession planning programs for key management positions, preparing employees for more significant responsibilities.
- Continually assesses the competitiveness of all programs and practices against relevant comparable companies.
- Work directly with managers to provide guidance and assist them in carrying out their day-to-day management responsibilities (e.g., coaching, counseling, career development, disciplinary actions).
- Provide advice, counsel and coaching to employees regarding HR policies and procedures.
Diversity and Inclusion
- Develop programs to allow the organization to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.
- Recognize and address implicit bias, develop practices, policies, training and related materials to create a culture that embraces diversity and inclusion at all levels and highlights the importance of maintaining a culturally sensitive work environment.
- Oversee payroll processes, ensuring consistency and accuracy.
- Determine effective plan structure, assess financial metrics and benefits, develop and implement relevant wellness programs to control health care costs, and manages captive and broker relationships.
- Champion company culture and enforce team spirit by supporting company and team events and outings.
- Investigate, resolve and/or coordinate grievances, workplace disputes, harassment's or ethics violation and disputes.
- Manage the conduct of exit interviews to determine reasons behind separations and develops strategic initiatives to effectively reduce turnover.
- Implement and manage the human resource information systems database and provides necessary reports for critical analyses of the HR function and the people resources of the organization.
- Manage the development of staffing strategies.
- Partner with finance team to perform periodic cost and productivity analyses.
- Develop and manage the budget and other financial measures of the HR department.
Education and Experience
- Must have 7+ years of Human Resources leadership and experience. Bachelor’s Degree in HR, Business, or Organizational Development or equivalent; Master’s Degree preferred. SPHR or PHR certification preferred.
Knowledge, Skills, and Abilities
- Experience in design, development and implementation of compensation plans and benefit programs.
- Experience in examining and re-engineering operations and procedures
- Experience with HRIS systems
- Experience in labor relations and dispute resolution.
- Knowledge of employment, wage and salary laws and regulations across multiple states.
- Knowledge of employment laws and requirements specific to federal contractors
- Knowledge of organizational development theory and practice
- Knowledge of information systems used in human resources applications
- Ability to work autonomously
- Ability to make thoughtful, actionable recommendations and quickly build consensus with senior-level internal and external stakeholders
- Ability to analyze and assess training and development needs
- Ability to work cross-functionally and effectively throughout various levels of the organization
- Ability to negotiate and manage dispute resolution processes
- Exceptional senior level communication and presentation skills
- Willingness to travel as necessary
- Possess a strong work ethic and a high energy, hands-on management style
- Highly analytical and data-driven, but also a creative problem solver and innovator
- Collegiate, high energy, thoughtful and persistent personality
- Entrepreneurial, creative, resourceful, self-starter in fast-paced environment.
- Embraces a strong sense of accountability and ownership
- Team player with a collaborative leadership style and a proven ability to build, mentor and retain quality employees in a fast-paced work environment
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to stand, walk, and sit for long periods of time; bend; use hands to finger to manipulate (write/type), handle, or feel; reach with hands and arms, and; talk and hear. The employee must frequently lift and/or move up to ten (10) pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral visions, depth perception and the ability to adjust focus.
The mental demands described here are representative of those that are required of an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this position, employees are regularly required to use written and oral communication skills; read, analyze, and interpret data, information, and documents; observe and interpret situations; apply principles of logical or scientific thinking to analyze and solve problems; deal with a variety of concrete and abstract variables; respond effectively to most sensitive inquiries or complaints; use math and mathematical reasoning; learn and apply new information or new skills; work under deadlines with frequent interruptions; multi-task, and; effectively interact with staff and other organizations.
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position.
Primarily in an office environment. May be required to travel occasionally as needed to company subsidiaries and satellite/client offices to conduct due diligence. Periodic weekend or evening work is expected.