Human Resources Director

Summary:

The Director of Human Resources will plan, lead, direct, develop, and coordinate the policies and activities of the Human Resources (HR) department, ensuring legal compliance and implementation of the organization’s mission and talent strategy. This position reports to the Chief Financial Officer and currently has direct reports, including a Human Resource Generalist, Apprentice Coordinator, and a Payroll & Benefits Specialist.

Essential Functions:

The Director of Human Resources responsibilities include, but are not limited to:

1. Organizational Development: Partners with management team to understand, support, and execute the organization’s goals and strategies through talent management; conducts research and analysis of organizational trends including review of HR reports and metrics to provide insight to management.

1. HR Department Leadership: Oversees the scheduling, assignments, and daily workflow of department staff; provides leadership and performance coaching as needed. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human Resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources in collaboration with management team; provides confidential record-keeping and HR information systems management.

1. Talent Acquisition: Proactively collaborates with department managers in workforce planning to understand skills and competencies required and identifies staffing needs; develops and executes best practices for recruiting and selection; supports the onboarding of new team members in coordination with hiring managers.

1. Talent Management & Development: Reviews, tracks, and documents compliance with training, continuing education, and professional development certifications; assists managers in connecting team members to resources and develops programs and initiatives that provide internal development opportunities for their continued career advancement; manages the maintenance and execution of the performance management system, including current job descriptions, standards of performance and performance evaluation instruments.

1. Employee Relations: Fosters a culture of values driven behavior through appropriate rewards and recognition programs; works closely with management and employees to improve working relationships, build morale, and increase productivity and retention; manages and resolves complex employee relations issues, disciplinary matters, and disputes; conducts effective, thorough, objective investigations; ensures safe and healthful working conditions; manages offboarding including separation documentation, system access, and benefits termination.

1. Compensation & Benefits: Researches, develops, and implements competitive compensation, benefits, and employee incentive programs to ensure the organization attracts and retains top talent; manages the administration of all employee benefits; oversees, administers, and documents leave requests and accommodations in accordance with specified legal requirements.

1. Reporting & Compliance: Monitors and ensures the organizations compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews and modifies policies and practices to maintain compliance; handles employment-related inquiries from external parties.

The above responsibilities are not arranged in order of priority and are not all inclusive. These duties are not meant to restrict initiative, but rather to describe minimum activities. These duties may change to meet the needs of the company.

Knowledge, Skills, and Abilities:

-       Expert knowledge of Human Resources functions and employment-related laws and regulations

-       Superior communication skills (written and oral)

-       Excellent organizational skills and attention to detail

-       Strong leadership and problem-solving skills

-       Ability to manage and prioritize multiple activities and delegate when appropriate

-       Strong interpersonal skills and ability to work with cross-functional teams

-       Ability to demonstrate a high degree of confidentiality and act with the utmost professionalism

-       Proficiency with human resources information systems (HRIS) and talent management systems

Education Qualifications:

Minimum:       Bachelor’s degree in Human Resources, Business Administration, or related field (equivalent experience may be substituted)

            Preferred:        Master’s degree in Human Resources, Business Administration, or related field

SHRM-CP/SCP and/or PHR/SPHR certified

Experience Qualifications:

            Minimum:       5 years of experience as a Human Resources professional in a department lead role

Preferred:        8 years of Human Resources leadership experience in Construction industry

Work Environment:

This is a full-time position with the expectation of working in an office setting during normal business hours. Weekly travel to satellite offices within a 20 mile radius is expected.

Physical Requirements:

While performing the duties of this position, the employee is regularly required to sit for extended periods, move through an office environment, use hands and arms, talk, hear, and view a computer monitor for extended periods. Lifting up to 15 lbs occurs occasionally.

Benefits:

• Health insurance
• Company Paid Life Insurance
• Ancillary benefits
• Paid holidays
• Paid time off
• 401(k) with company match
• Phone and Auto Allowance
• Performance Awards