Description

The Human Resources Director will provide a wide range of Human Resources support and advice and assists the VP of Human Resources with strategic initiatives and the daily administration of the Human Resources Department.

Requirements

Minimum qualifications:

1. Bachelor’s Degree in Business Administration, Human Resources or related discipline. 10 years of progressively responsible experience in Human Resources, OR equivalent combination of education and related experience required. Direct hands-on Human Resources experience may be substituted for full educational requirements.
2. At least 3 years’ experience in employee relations and compensation.
3. Knowledge of multi-state Human Resources preferred.
4. PHR or SHRM-CP preferred, but not required.

Knowledge, Skills, and Abilities Required:

1. Problem solving – identifies and resolves problems in a timely manner, and gathers and analyzes information skillfully.

2. Interpersonal skills – maintains confidentiality, remains open to others’ ideas and exhibits the willingness to try new things. 

3. Oral Communication – speaks clearly and persuasively in positive or negative situations, conducts meetings and demonstrates group presentation skills. 

4. Written Communication – edits work for spelling and grammar, presents numerical data effectively and is able to read and interpret written information. 

5. Planning/organization – prioritizes and plans work activities, uses time efficiently and develops realistic action plans. 

6. Quality control – demonstrates accuracy, thoroughness and monitors own work to ensure quality. 

7. Adaptability – accepts changes in the work environment, manages multiple demands and is able to deal with frequent change, delays or unexpected events. 

8. Dependability – consistently is at work and on time, follows instructions, responds to management direction and solicits feedback to improve performance.

Duties and Responsibilities:

1. Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations. 
2. Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them. Makes certain that the managers know how to successfully, ethically, honestly, and legally communicate with employees. 
3. Conducts investigations when employee complaints or concerns are brought forth. 
4. Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non performing employees. 
5. Reviews, guides, and approves management recommendations for employment terminations.
6. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. 
7. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. 
8. Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent. 
9. Leads participation in all applicable salary surveys each year. Monitors best practices in compensation and benefits through research and up-to-date information on available products.
10. Oversees the implementation of Human Resources programs through HR Staff. Identifies opportunities for improvement and resolves problems.
11. Oversees and manages the work of the HR staff and encourages the HR staffs' continued development. 
12. Conducts a continuing study of all Human Resources policies, procedures, and practices to keep management informed of new developments. 
13. Assists with the optimization and administration of the HRIS system by utilizing the HRIS system to eliminate administrative tasks, empower employees, and meet the other needs of the organization. 
14. Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
15. Conducts periodic surveys to measure employee satisfaction and employee engagement and follows up on the results. 
16. Oversee the design, maintenance and implementation of all employee benefit plans.
17. Performs other job-related duties as assigned.