POSITION: Director of Human Resources
DIVISION: Administration
WCMHS is on the lookout for a committed leader to spearhead our Human Resources Department. This presents a fantastic opportunity to join a dynamic and innovative team with an ambitious change agenda, aspiring to become the most sought-after agency in Vermont. We firmly believe that people are the driving force behind our success, and we are in search of an HR leader who shares this belief and possesses the skills to help us cultivate a workplace that thrives on mutual respect, creativity, and a can-do attitude every day.
As a non-profit organization specializing in mental health, developmental services, and substance use treatment, boasting a staff of over 600, we are in need of a diverse and motivated HR leader. This individual will play a crucial role in accomplishing our mission and vision by creating a vibrant and challenging work environment for all.
If you are looking for a fresh opportunity to join a growing organization that eagerly embraces innovative HR practices, then we might be the perfect match for you.
Description: This position supervises the Human Resource department of Washington County Mental Health Services, an agency with approximately 660 staff and 50 individual programs serving clients with mental health, developmental disabilities, and substance use concerns. The HR Director oversees all HR strategy that impacts the quality and durability of the employee life cycle and manages all daily HR operations to achieve the vision and mission of the organization. The HR Director establishes best practices in the areas of recruitment, retention, benefits, 401K, compensation, performance management, staff development, employee and labor relations, and HR information systems use. This position is responsible for supporting other agency leadership with the implementation of personnel policies and procedures, engaging workplace culture, and driving systems change.
Administrative HR Duties

• Provide strategic leadership and direct supervision to HR staff. Build a customer service-oriented department culture that values and supports partnership and teamwork throughout the agency.
• Support agency best practices in employee relations and guide initiatives for equal opportunity, diversity, and inclusion. Promote DEIB and other company initiatives that foster the continual engagement of employees.
• Strategize and continuously improve the effectiveness of HR operations, agency relationships, and policies in ways that develop trust and motivation for staff to follow best workplace practices.
• Prepare data reports using HR business metrics and KPIs to inform agency wide strategic planning efforts.
• Develop HR systems, policies and operations that support and directly impact the agency’s performance goals.
• With support from agency general counsel, make decisions regarding employee relations questions/ challenges based on knowledge of HR law.
• Maintain strict confidence in employment matters while partnering with leaders to develop recruiting, retention, training, and workplace wellness strategies that positively impact agency culture.
• Coach and train agency staff on HR policies, principles, goals, safety guidelines, and laws as EEOC, worker’s compensation, FSLA, OSHA/VOSHA, OWBPA, ADA, ADEA, FMLA and other applicable state, local and federal regulations.
• Support the administration and iteration of agency personnel policies and procedures and ensure compliance with agency personnel policies and procedures across the agency.
• Monitor current developments in government regulations, court decisions, and appropriate practices regarding personnel to include FMLA, Workers Compensation, retirement options, health care, and other programs that may benefit agency employees. Consult legal counsel to ensure that policies and practices comply with federal and state law.
• Partner with insurance brokers to find cost-effective and desirable options for health insurance and other benefits for self-insured employers. Collaborate with leadership for purchasing and implementation of selected options.
• Attend relevant committee meetings as required both on and off-site.

Recruitment

• Direct and coordinate the recruiting team and guide the development and execution of a strategic recruiting plan.
• Review turnover, hiring and retention data with senior leadership team and support strategic planning efforts to expand workforce.
• Guide job description development to ensure EEO compliance, accurate description of essential functions, and are in established agency format.
• Organize and conduct senior leadership recruiting, interviewing and hiring processes and assist with interviews across the agency as needed.

Progressive Discipline

• Act as first point of contact and lead investigator for all HR policy challenges and disciplinary actions, including complaints of harassing or other discriminatory behavior. Conduct investigations of alleged discrimination and/or harassment.
• Support and coach division leaders through complex staff management processers using the agency’s progressive discipline model.
• Act as liaison between leadership team and general council on disciplinary matters where legal risk exists and support the agency in any legal matters that require mediation or enter the court.

Other

• Collaborate with the agency’s senior management team during leadership succession planning and support acquisitions, divestitures, and reductions in force processes to ensure legal compliance.
• Review agency training plans and support the design of enrichment, professional development, and strategic planning activities.
• Perform other duties as assigned.

Competencies:

• This role requires significant depth and breadth of HR experience, knowledge, and skills specifically in strategic and visionary leadership, HR operations management, and the ability to leverage the full scope of HR capabilities to drive culture change. This includes having:
• Excellent written, verbal, and organizational skills.
• The ability to represent the agency both in office and off-site in a professional way.
• The ability to support employees with excellent customer service skills that motivate trust and a desire to collaborate with HR in proactive ways.
• The ability to diffuse complex interpersonal situations with kindness, clarity, and patience.

Salary: $105,000- $130,000
Salary range for this position is low- end minimum $105,000 and high-end maximum $130,000. Salary offered will be based on an evaluation of skills, education, experiences, and other relevant factors.
Qualifications:
Bachelor’s degree in HR, Business Administration, Social Sciences such as Psychology or related field required. Master’s degree preferred.

• Knowledge of state and federal employment laws.
• Minimum of ten (10) years progressive leadership experience.
• Minimum of ten (10) year’s HR experience.
• SHRM-CP required. SHRM-SCP preferred.

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