Director of Human Resources

This job was posted by https://www.vermontjoblink.com : For more

information, please see: https://www.vermontjoblink.com/jobs/1356172

Description

The Director of Human Resources is responsible for a broad range of

functions to include recruitment, retention, onboarding, employee

relations, compensation, compliance reporting, professional development,

and other related duties as assigned. The Director of Human Resources

serves as a strategic partner to organizational leadership, ensuring HR

initiatives align with and support the mission and strategic goals of

the organization.

Essential Functions

**HR Strategy and Planning:**

• Develop and implement HR strategies and initiatives aligned with the
  
  

overall business strategy.

• Collaborate with senior leadership to identify and address
  
  

organizational missions and goals.

• Conduct research and analysis of organizational trends, including
  
  

review of reports and metrics from the HRIS or talent management

System. Conduct Regular Reviews Of Compensation And Benefits To

ensure competitiveness and alignment with organizational goals.

• Maintain knowledge of trends, best practices, regulatory changes,
  
  

and new technologies in HR, talent management, and employment law;

communicate changes to upper management.

• Work with senior leadership to help execute the strategic plan.
  
  

HRIS Management

• Work with other department staff to help ensure the functionality of
  
  

the HRIS is maximized and personnel records are maintained

electronically.

• Generate and analyze HR metrics and reports to support data-driven
  
  

decision-making.

Recruitment And Employee Lifecycle

• Manage the full recruitment lifecycle, from job posting and
  
  

candidate sourcing to interviewing and selection.

• Coordinate the onboarding process to ensure a smooth transition for
  
  

new hires.

• Document, implement, and improve processes related to the employee
  
  

lifecycle.

• Assist with conducting exit interviews and track trends in
  
  

terminations.

• Partner with hiring managers and Marketing to develop and coordinate
  
  

talent sourcing, recruitment, and hiring strategies.

Employee Relations

• Conduct investigations when employee issues or concerns arise,
  
  

partnering with leadership, external support, staff, and/or legal

counsel as needed.

• Serve as a point of contact for employee inquiries and concerns,
  
  

providing guidance and support.

• Maintain a comprehensive approach for handling employee complaints
  
  

or concerns, serving as a coach and mentor to improve performance.

• Handle complex employee relations matters, investigations, and
  
  

conflict resolution, maintaining a positive and respectful work

environment.

• Provide a safe environment for confidential conversations while
  
  

supporting the needs of employees and the organization.

Employee Engagement

• Develop and implement initiatives to enhance employee engagement and
  
  

satisfaction.

• Plan and execute employee events to promote staff appreciation and
  
  

strengthen teams.

• Create and manage employee committees to oversee various tasks.
• Build support systems for diversity and inclusivity within the
  
  

company.

• Research, develop, and implement competitive compensation, benefits,
  
  

performance appraisal, and employee incentive programs within the

non-profit sector.

Performance Management

• Work with department heads and directors to ensure the performance
  
  

management appraisal process occurs at appropriate intervals and is

documented. Provide guidance and partner with staff as needed.

• Identify and implement training and professional development
  
  

opportunities for employee and operational growth.

Compliance And Policy Management

• Ensure compliance with federal, state, and local employment laws and
  
  

regulations.

• Develop, update, and communicate HR policies and procedures.
• Monitor the organization\'s compliance with employment laws and
  
  

regulations globally and recommend best practices; review and modify

policies and practices to maintain compliance.

• Create and/or update employee handbooks as necessary.
• Maintain accurate and up-to-date employee records.
• Advise executive leadership on employee relations risk, corrective
  
  

action, terminations, and organizational precedent.

• Consult with legal counsel on employment matters as appropriate.
  
  

Requirements

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**Minimum Qualifications**

Familiar with Human Resources best practices, policies, and procedures

and how to effectively implement organizational systems and practices.

Excellent interpersonal skills with the ability to communicate clearly

and directly with all levels of employees.

Excellent organizational and time management skills with the ability to

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