DIRECTOR, HUMAN RESOURCES

Position Summary

Reporting to the CFO, the Director of Human Resources oversees the overall direction, planning, coordination, and administration of the human resources function.  The Director is responsible for developing and ensuring effective implementation of plans, systems, policies, and processes for talent acquisition, talent management and development, total rewards, employee relations/engagement, legal compliance and recordkeeping.  This position requires a true strategic business partner who is collaborative and capable of building consensus and commitment toward shared outcomes.

Working Conditions:  After completion of introductory period:  Regular office/hybrid environment 3-days in office/2-day remote.

Direct Reports:  Talent Acquisition Specialist and Payroll/Benefits Manager.

Essential Duties and Responsibilities

• Lead and develop the human resources function, including hiring, training, coaching, and all other aspects of people management and development; manage deliverables, plan, identify and monitor leading indicators, and plan for associated resourcing needs; ensure seamless integration with the Payroll and Benefits function with a strong focus on exceptional employee experience.
• Support the development of the Talent Management strategy to achieve the organization’s vision, mission, and goals, and to create value to its stakeholders; contribute to the design and lead the review of talent acquisition and development programs; develop utilization and other reporting metrics to ensure competitiveness and alignment.
• Responsible for day-to-day recruiting efforts to ensure that the organization effectively and efficiently sources, attracts, selects, and onboards qualified candidates to meet the organization’s staffing needs.
• Manage the entire talent acquisition process, from sourcing and screening candidates to negotiating offers and onboarding new hires.  Develop and implement recruitment strategies, build relationships with candidates, and promote the company’s employer brand.  Track key recruitment metrics and provide reports to upper management.
• Design and implement initiatives to enhance employee morale, satisfaction, and retention, ultimately contributing to a positive and productive work environment. 
• Lead the effective and efficient administration of the performance management process, making sure that the organization’s managers are equipped to engage in constructive and ongoing feedback and coaching, and encourage staff to actively participate in identifying and addressing performance gaps.
• Ensure compliance with all related federal, state, and local legislation and internal policies and procedures as they relate to talent management and development to ensure compliance.  This includes educating and advising managers on HR-related legal and regulatory matters and ensuring HR programs, practices and policies are aligned.
• Develop and evaluate current HR forms, systems, processes, and workflows; identify, research, recommend, and implement new or enhanced policies, procedures, and processes to improve operational effectiveness that support business needs.
• Mitigate legal risk to the organization through proactive training and education, clear systems and processes for managing conflicts with and between employees, handling and investigating complaints.  Develop and document various controls and systems to ensure activities comply with associated regulations, legislation, and internal standards.
• Manage the HR department’s annual budget.  Report on the performance and progress to senior stakeholders.
• Perform other duties as assigned. 

minimum Qualifications (Experience and Education)  

• A bachelor’s degree or the equivalent years of experience in Human Resources or a related field is required.  A master’s degree is preferred.
• Senior Professional in Human Resources (SPHR) certification or attained within one year is preferred.
• 10 years’ of HR management experience (i.e., business partner, manager, generalist) with significant experience in talent acquisition.
• 5 years’ of experience supervising and developing staff.
• Working knowledge of employment laws and other compliance issues.
• Ability to listen and probe to understand the underlying needs and/or root cause of an issue.
• Demonstrated ability to anticipate and solve practical problems. Possesses a continuous improvement mindset with demonstrated experience in process improvements and delivering business efficiencies.
• Strong interpersonal, verbal, and written communication skills, including proficiency in developing and delivering presentations.
• Strong leadership skills and the ability to work in a dynamic team environment with tact and diplomacy.
• High level of integrity, ethics, and professionalism with the demonstrated ability to ensure confidentiality and protection of employee data and other sensitive information.
• Strong customer service orientation with the ability to build relationships across the organization.
• Excellent active listening, written, and verbal communication skills with the ability to influence at all levels of an organization.
• Demonstrated experience managing multiple, competing tasks and priorities.  Strong planning, prioritization, organizational, and time-management capabilities.
• Ability to perform under pressure and against tight deadlines.
• Must be proficient with Microsoft Office Suite with the ability to produce high-quality, user-friendly reports.  

Physical Demands and Work Environment

This role requires the employee to maintain a stationary and upright position consistently. Employees must be able to move frequently within an office environment to utilize office machinery and other resources.  The employee should be able to communicate information and concepts consistently and effectively for mutual understanding, including conveying precise details during these interactions. For accurate task execution, it is essential that the employee consistently maintains consistent specific vision abilities, especially the capability to discern close-up details within a few feet of the observer. Seldom does this role entail the transportation of items weighing up to 20 pounds to meet various demands.

Note

This job description in no way states or implies that these are the only duties to be performed by the employee(s) incumbent in this position. Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by any person authorized to give instructions or assignments. All duties and responsibilities are essential functions and requirements and are subject to possible modification to reasonably accommodate individuals with disabilities. To perform this job successfully, the incumbents will possess the skills, aptitudes, and abilities to perform each duty proficiently. Some requirements may exclude individuals who pose a direct threat or significant risk to the health or safety of themselves or others. The requirements listed in this document are the minimum levels of knowledge, skills, or abilities. This document does not create an employment contract, implied or otherwise, other than an “at-will” relationship.

The companies in Coreforce are innovative technology leaders, delivering groundbreaking digital systems tailored for frontline professionals who rely on speed, accuracy, easy-to-access data, and transparency in their work.  Coreforce is an equal-opportunity employer that promotes justice, advances equity, values diversity, and fosters inclusion.  Coreforce is committed to hiring the best talent – regardless of race, creed, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship status, marital status, disability, gender identity, genetic information, veteran status, or any other characteristic protected by applicable laws, regulations, and ordinances.  If you have a disability or special need that requires assistance or accommodation, please email recruiting@coreforcetech.com.  

Salary : $150,000 - $175,000