DIRECTOR OF HUMAN RESOURCES

POSITION RESPONSIBILITIES (THIS IS A EXEMPT POSITION) 

The incumbent serves at the pleasure of the President/CEO.

Directs and supervise the Human Resources Department.

Provides daily guidance and advice to managers in departments on a variety of HR issues/projects and provide assistances i.e. disciplinary procedures and/or grievance.

Works with managers in departments and attends staff meetings.

Develops partnership with managers through out the organization.

Selects, supervises, trains, and evaluates personnel clerical staff.

Monitors recruitment of qualified internal and external candidates for job openings for areas of responsibility.

New hire salaries are recommended based on experience hiring guidelines.

If equity/recruitment issues exist, recommendations for out-of-policy new hire salaries are reviewed with the President/CEO.

Transfer salaries are calculated within company guidelines, preserving internal equity.

Recommendations for salaries outside of these guidelines are reviewed and approved by the President/CEO.

Documentation of salaries, equity issues researched, etc., are kept on file and easily accessible.

Provides daily guidance and advice to managers in departments on a variety of HR issues/projects.

Ensures recruitment needs are met by quickly filling positions with qualified internal and external candidates; who possess the strategic skills and competencies needed to contribute to the Organization’s success.

Staff are selected based upon qualifications required for position.

Developing/nurturing expert knowledge of business unit functions, HR policies/practices, applicable technical issues, and specific market issues.

Prioritize open positions with line managers.

Performs as HR Liaison to President/CEO, ensures employment needs are met.

Staff are oriented upon hire and receives on-going training and communication as determined necessary through feedback.

Oversees Department volunteers, assigns duties and responsibilities.

Handles routine Employee Relation issues, refers difficult cases to the President/CEO and act as liaison.

Meets with employees requesting review of personnel file.

Responds to Benefits & Compensation questions/issues.

Works with Benefits & Compensation Representative on difficult questions and provides response to Manager.

Works with Employee Health and Employee Assistance Program to meet manager’s needs.

Responsible for new employee orientation and new Managers orientation.

Partners with managers to resolve employee concerns/issues quickly and efficiently.

Develops action plans to resolve issues proactively, working in conjunction with manager.

Conducts continuous quality improvement assessments with line managers.

Shares results with line and develop joint recommendation for improvement.

Keeps the President/CEO abreast of communications throughout the organization.

Develops goals and objectives for the Department.

Responsible for assuring Federal, State and Company Policy compliance for all Human Resources related areas.

Follow all organization and department or unit policies and procedures.

Manages Human Resources to assure quality services and promote positive employee relations.

Consistently and fairly implements Human Resources Policies.

Follows Human Resources Policies to implement progressive discipline, when necessary.

Is recognized as a positive role model.

Attends organization’s informational meetings, as evidenced by attendance sheets.

Gathers, interprets and delivers information to staff in a timely fashion.

Communication with staff is effective, resolving conflicts which may hamper relations and productivity, as observed by manager.

Attains all agreed to goals and objectives within specified time frames, as part of the organizations’ overall mission.

Develop / nurturing expert knowledge of business unit functions, HR policies/practices, applicable legal and technical issues and specific market issues.

Maintain an ongoing two-way communication with customers, employees, managers and department heads.

Assist in payroll matters as they relate to personnel.

Maintain OSHA log up to date.

Coordinates development and selection of appropriate personnel screening tools and examinations as required.

Maintain all employee maintenance, i.e. wage adjustments, insurance coverage, status changes, etc… using the HR Perspective and ADP System.

Monitor the Disability and Worker’s Compensation Programs.

Process the OSHA forms for recording work-related injuries and illness utilizing OSHA Form 300, 300A and 301.

Participates and completes the mandatory survey of Occupational Injuries and Illness completes Year-end summary and post as required by law.

Conducts Human Resources meeting monthly.

Completes monthly enrollments and terminations for the employee Life Ins./Disability coverage.

Reconcile and match amounts to the respective Health and Dental insurance monthly invoices.

Forward correction (additions and deletions) to the Accounting Department for payment.

Monitor the COBRA eligibility requirements for terminated employees.

Completes verification of employment forms.

Completes Surveys as assigned by Supervisor.

Acquire Six Sigma Green Belt.

Reports to work on time and ready to work with minimal absenteeism.

Adheres to Confidentiality Policies & Procedures / HIPAA Regulations.

Performs other duties as assigned by the President/CEO.