Director of Human Resources

JOB SUMMARY

This position is responsible for directing the agency’s human resources functions.

MAJOR DUTIES

• Directs the recruitment and hiring process; responds to employment, personnel, or policy inquiries from employees, supervisors, and interested applicants; ensures job announcements are properly posted; receives applicants, checks references, and conducts background checks; receives, reviews, and posts journal of applicants; maintains list of applicants for each position in accordance with Affirmative Action standards; maintains application files; prepares appropriate documentation and notifies applicants of results; updates lists of new staff.
• Enrolls new staff, completes paperwork, and establishes employee files; conducts new hire orientation.
• Schedules staff drug screens, hepatitis vaccine appointments, and tb skin tests and maintains related documentation; schedules CDL physicals and maintains related documentation; ensures that CPR/First Aid/MAC training and other required certification are completed/maintained and documented in employee personnel files.
• Manages employee benefits; maintains all workers’ compensation files; processes requests for transfers in accordance with agency policy; monitors employee annual and sick leave utilization.
• Attends job fairs to recruit applicants for open positions.
• Requests MVR checks.
• Coordinates required employee training and maintains documentation.
• Updates job descriptions and performance evaluations annually as directed by the Executive Director.
• Maintains federal and state mandated posters.
• Reviews overtime justification forms.
• Assists directors with employee disciplinary matters; reviews disciplinary actions and grievances to ensure compliance with proper procedures.
• Maintains confidential information pertaining to grievances, EEOC investigations, and internal investigations; assists with grievance, EEOC, and other investigations.
• Ensures proper reporting and follow-up of employee injuries and subsequent workman’s compensation claims.
• Updates personnel and program policies; recommends changes to policies and procedures; updates personnel and policy manuals; informs staff of policy changes.
• Compiles personnel reports on a monthly basis; prepares a variety of other regular and special reports.
• Maintains log of probationary employees to ensure retention and change-of-status decisions are made in a timely manner.
• Completes separation documentation forms.
• Assists with agency incident investigations if needed.
• Serves as the agency’s payroll officer; prepares and processes bi-weekly payroll.
• Coordinates agency events, including the annual wellness clinic and United Way events.
• Cross-trains in the Finance Department to fill in as needed to ensure consistency and stability of services.
• Maintains confidentiality of people receiving services and employee information.
• Performs other duties and responsibilities deemed necessary; not otherwise specified.

KNOWLEDGE REQUIRED BY THE POSITION

• Knowledge of human resources management principles, practices and procedures including those related to benefits management, employee compensation, performance management, recruitment, job analysis and design, and employee relations.
• Knowledge of applicable federal and state employment laws.
• Knowledge of relevant agency policies and procedures.
• Knowledge of workers' compensation laws and procedures.
• Knowledge of federal, state, and local employment rules and regulations.
• Knowledge of computers and job-related software programs.
• Skill in research and in the preparation and presentation of records and reports.
• Skill in problem solving.
• Skill in mediating and resolving disputes.
• Skill in prioritizing and planning.
• Skill in interpersonal relations.
• Skill in oral and written communication.

SUPERVISORY CONTROLS

The Executive Director supervises and assigns work in terms of HR department goals and objectives. The supervisor reviews work through conferences, reports, and observation of department activities.

GUIDELINES

Guidelines include agency policies, Alabama State Department of Mental Health guidelines, Medicaid guidelines, EEOC laws, OSHA, DOL, and DOT requirements. These guidelines require judgment, selection, and interpretation in application.

COMPLEXITY/SCOPE OF WORK

• The work consists of varied human resources management duties. Strict rules and regulations combined with the variety of activities to be managed contribute to the complexity of the position.
• The purpose of this position is to direct the agency’s human resource management functions. Successful performance ensures the efficient and effective delivery of human resource services to all staff and job applicants.

CONTACTS

 Contacts are typically with co-workers, other agency employees, business leaders, representatives of external agencies, consultants, individuals served, job applicants, and members of the general public.

 Contacts are typically to exchange information, motivate persons, negotiate matters, resolve problems, and provide services.

PHYSICAL DEMANDS/ 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 an employee to perform essential job functions.

 The work is typically performed while sitting at a desk or table or while intermittently sitting, standing, or stooping. The employee must regularly lift and/or move up to 10 pounds, frequently lift and/or move up to 25 pounds, and occasionally lift and/or move over 25 pounds. Specific vision abilities required for this job include close vision, distant vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

 The work is typically performed in an office.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY

None.

MINIMUM QUALIFICATIONS

 Knowledge and level of competency commonly associated with the completion of a baccalaureate degree in a course of study related to the occupational field.

 Experience sufficient to thoroughly understand the work of human resources, usually associated with one to three years’ experience or service.

 Possession of a valid driver’s license and good driving record.