HR Director

The Human Resources Director is an independent self-starter who originates and leads Human Resources practices and objectives that support an employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity, accountability, goal attainment, and the recruitment and ongoing development of a superior workforce. The Human Resources Director is responsible for the development of HR processes and metrics that support the achievement of the organization's business goals and furthers KenCCID’s mission. The Human Resources Director coordinates the implementation of people-related services, policies, and programs through Human Resources staff; assists and advises company managers about Human Resources issues; and ensures management and HR compliance with regulatory guidelines, and federal, state and local labor laws. The HR Director ensures that all job descriptions are representative of the position responsibilities and performance requirements and remain updated as the position evolves.

Directs reports: HR Generalist/Employee Relations, HR Recruiter, Benefits Coordinator, Training team, and Front Office Assistant, other HR personnel as required by organizational needs.

Reports to: Chief Executive Officer

FLSA Status: Exempt

Status: This is a full time, salaried position.

Location: The job duties are primarily performed in the Administrative office with some work performed at other sites as needed, with the duties categorized as administrative duties.

Position Responsibilities

Strategy

· Responsible for the overarching support of all KenCCID employees to ensure that initiatives, policies, workflows, and employment decisions further KenCCID’s mission, vision and values and promote workforce cohesion and productivity.

· Ensures that all HR initiatives and actions are carried out without infringing on the rights of KenCCID’s Individuals (“Individuals”) and without jeopardizing the health or safety of any Individuals.

· Develops an employee-oriented organizational culture that emphasizes employee development, teamwork, accountability, employee retention, high performance and quality.

· Implements/oversees a uniform system of supervision throughout the agency to further KenCCID’s mission, facilitate employee development, and retain quality employees.

· Supports Managers and Directors in periodic (annual, quarterly and first 90-days) evaluations of subordinates, ensures fair and objective evaluation criteria, and authorizes final evaluation for delivery to subordinate.

· Leads ongoing training initiatives to empower managers to effectively supervise subordinates, support their development, and timely address poor performance and misconduct.

· Implement visible employee recognition programs that reward solution-oriented employees, recognize excellent performance, and celebrate promotions.

· Ensures KenCCID’s ongoing compliance with federal, state, local and Collective Bargaining Agreement (“CBA”) legal requirements by staying up to date on the statutory and regulatory landscape applicable to KenCCID’s workforce and ensuring ongoing adherence to these requirements through policy creation and personnel training.

· Effectively represents KenCCID’s interests when interacting with the union, while maintaining a collaborative relationship with Union personnel.

· Implement noncash incentive programs to boost morale and enhance retention.

· Oversees Training Department to ensure licensing readiness, ODP-required training compliance, and workplace productivity training. Effectively leverages training department talent to support HR initiatives and strategies.

· Ensures staffing vacancies are filled timely with eligible new hires. Monitors recruiting activity ensure compliance with applicable regulations and other laws.

Employee Relations

· Ensures uniformity of disciplinary measures, and other terms and conditions of employment.

· Ensure that all Union interactions are in compliance with the current “CBA” and KenCCID’s standards.

· Ensure that the Employee Handbook, policies and procedures and employee onboarding meet regulatory compliance and address current needs.

· Institute conflict resolution strategies and team building initiatives and systems to drive cohesion and teamwork.

· Ensure all policies contribute to employer-desired workforce culture.

· Monitors and updates KenCCID’s employee notices and policies to ensure compliance with federal, state and local laws, including the regulations that govern KenCCID’s obligations to Individuals.

· Establishes facts and findings to enforce timely disciplinary actions, including reviewing investigation materials of any incident that may lead to adverse employment action to ensure that material information is documented with regard to description of incident, documentation of evidence, and witness statements/interviews, and that all conclusions or disciplinary actions are supported by reliable evidence and that such evidence is included in the content of the final report.

Benefits and HRIS

· Coordinates with vendors and other KenCCID departments to ensure that employees have received all ERISA-mandated notices for employee benefit and retirement programs and that KenCCID is compliant with its obligations under the ACA.

· Leads effort to implement an HRIS that increases the efficiency of the HR function and oversees training and integration efforts to ensure effective use of the HRIS across the agency.

· Establish and oversee processes to ensure that all leaves of absence and ADA requests are reviewed timely and the bases for all decisions are documented and communicated in accordance with current laws in effect.

· Coordinate with workers’ compensation and disability carrier to implement and oversee process to effectively handle employee injury claims to minimize employee downtime and risk of increased premiums.

· Effectively negotiates renewals or adoptions of benefit programs to minimize cost to KenCCID.

· Collaborates with Finance Director (or designee) on 403B Plan and Fiduciary compliance approvals.

· Establishes and oversees procedures to ensure employee data is protected and handled appropriately through various internal departments.

Talent Management

· Design all compensation programs in collaboration with the Executive Director and Fiscal Director.

· Approves all offers, terminations and raises.

· Periodically update job descriptions for each position to ensure that current job responsibilities and requirements are accurately reflected.

· Responsible for overseeing KenCCID’s training function to ensure ODP compliance, legal compliance, and employee empowerment and development.

· Monitor employees’ attitudes, productivity, disciplinary actions and performance outcomes to provide increased support to supervisors and managers where needed or implement solutions to identified workforce challenges.

· Assures timely annual performance reviews for all employees and develops and enforces Performance Improvement Plans as needed.

· Identify, evaluate, and resolve human relations, employee morale, work performance, and organizational productivity concerns within KenCCID.

· Implement HR programs, policies and strategies by establishing departmental benchmarks and processes for talent acquisition and retention, staffing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, and EEO, E-Verify, and OSHA compliance.

Other Duties

· Supports Chief Executive Officer by providing human resources advice, counsel, and solutions.

· Participate as a senior management team member in weekly Operations Meeting.

Performance Indicators

· Increase in DSP and CHM employee retention.

· Reduction in DSP attrition during probation.

· Decrease in backpay awards due to Union initiated grievances or mediations.

· Effectively carrying out HR activities within budget.

· Reliable HR-related data collection and meaningful dissemination among internal stakeholders to demonstrate trends, support new initiatives, and justify modifications to existing operations.

· Positive results from Regulatory Inspections and HR-related audits.

· Compliance with statutory/regulatory landscape

· Oversight of benefits enrollment and termination in compliance with the law and KenCCID policies.

Education and Experience Requirements

· A minimum of seven years of related experience or masters’ degree in related field.

· Bachelor’s degree in related field.

· Awareness and understanding of regulatory landscape surrounding the HR function.

· Familiarity with Collective Bargaining Agreements.

· Experienced in use of Microsoft Office Suite, LMS, Relias and ADP.

Position Competencies

· Independent self-starter, consistent work performance, proactive, practical, efficient and solution driven.

· Ability to conduct objective assessments based on data.

· Demonstrated organizational and planning skills.

· Ability to discern HR-related problems and trends from financial data.

· Ability to work within predetermined deadlines and regulatory mandates.

· Excellent written and verbal communication skills.

· Ability to implement and oversee HR functions that comply with regulatory and CBA requirements.

· Proven information gathering skills.

· Effective employee retention skills.

· Strong problem solving and analytical skills.

· Practice a high level of confidentiality.

· Attention to detail and accuracy.

· Sound judgment.

· Efficient team player.

· Ability to adapt to and manage spontaneous situations.

· Ability to learn new software as needed for the carrying out of job duties.

Physical requirements

· Sits long hours

· Must be able to read a computer screen for extended periods of time.

· Must be able to enter data into a computer system.

· Must be able to speak clearly to employees about benefits and employee relations matters

· Must be able to handle and negotiate conflict and other stressful conditions.

· Must be able to drive a car.

· Must be able to walk upstairs.

· Must be able to lift 25 pounds.

This job description is intended to provide a general framework of position responsibilities and measures of performance. It is not exhaustive, and duties may be added, changed or eliminated, permanently or temporarily in accordance with business need.