Human Resources Director

Summary:

Align strategic plan for Riken Americas Group and plan, direct, and coordinate human resource management activities to maximize the strategic use of human resources and maintain functions such as employee compensation, recruitment, personnel policies, and regulatory compliance in accordance with environmental, health and safety, quality, and quantity specifications/standards.

Essential Duties and Responsibilities include but are not limited to:

• Comply with all environmental, health, safety and quality standards.
• Initiate or suggest ideas and support continuous improvement efforts including

quality and environmental, health and safety improvements.

• Lead the integration of policies and procedures for the Riken Americas Group.
• Strategically lead efforts to develop and maintain overall corporate culture of Riken Americas Group.

• Interpret information from external sources related to the general business environment, industry practices and developments, technological advances, economic environment, labor force, and the legal and regulatory environment, to contribute to the development of the organization’s strategic plan.
• Establish relationships/alliances with key individuals and outside organizations to assist in achieving the organization’s strategic goals and objectives (for example: corporate social responsibility and community partnership).
• Reinforce the organization’s core values and behavioral expectations through modeling, communication, and coaching.
• Develop and manage HR budget that supports the organization’s strategic goals, objectives, and values.
• Monitor the legislative and regulatory environment for proposed changes and their potential impact to the organization, taking appropriate proactive steps to support, modify, or oppose the proposed changes.
• Manage the development of policies and procedures to support corporate governance initiatives (for example: code of ethics).
• Ensure that workforce planning and employment activities are compliant with applicable federal laws and regulations.
• Identify workforce requirements to achieve the organization’s short-and long-term goals and objectives (for example: corporate restructuring, workforce expansion or reduction).
• Manage the creation and/or updating of job descriptions and identify job competencies.
• Manage the criteria for hiring, retaining, and promoting based on job descriptions and required competencies.
• Assess skill sets of internal workforce and external labor market to determine the availability of qualified candidates, utilizing third party vendors or agencies as appropriate.
• Identify internal and external recruitment sources (for example: employee referrals) and implement selected recruitment methods.
• Manage selection procedures (for example: interviewing, reference and background checking).
• Manage the development, implementation and evaluation of orientation and on-boarding processes for new hires.
• Manage the development and implementation of a record retention process for handling documents and employee files.
• Develop/select and implement employee training programs to increase individual and organizational effectiveness.
• Develop/select and evaluate performance appraisal process to increase individual and organizational effectiveness.
• Develop, implement, and evaluate compensation policies/programs and ensure that compensation and benefits programs are compliant with applicable federal and state laws.
• Manage payroll.
• Manage outsourced compensation and benefits components (for example: payroll vendors, COBRA administration, employee recognition vendors)
• Manage compensation and benefits programs needs assessments (for example: benchmarking).
• Manage the development/selection, implementation/administration, and evaluation of benefit programs (for example: health and welfare, wellness, and retirement).
• Ensure that employee and labor relations activities are complaint with applicable federal laws and regulations.
• Manage the development and implementation of employee relations program (for example: recognition and special events).
• Manage the establishment, updating and communication of workplace policies and procedures and monitor their application and enforcement to ensure consistency.
• Investigate and resolve employee complaints involving employment practices or working conditions, utilizing professional resources as necessary (for example: legal counsel).
• Direct proactive employee relations strategies for remaining union-free.
• Manage the administration of return-to-work processes and after illness or injury to ensure a safe workplace (for example: modified duty assignment, reasonable accommodations, independent medical exam).
• Plan, organize, and control activities of the department. 
• Develop department goals, objectives, and systems. 
• Evaluate reports, decisions, and results of department in relation to established goals. Recommend new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed. 
• Promote and maintain team effectiveness and morale as demonstrated by positive actions, attitudes and judgment.
• Perform other duties as required and assigned.

Qualifications:

• Bachelor's degree and ten (10) years' Human Resources experience, OR

Master’s degree in Human Resources related field and four (8) years’ experience in the HR field.

• Human Resources certification preferred—PHR or SPHR.
• Excellent communication skills, both oral and written with ability to effectively communicate with all levels of the organization.

• Demonstrated computer proficiency.
• Demonstrated people and project management skills with the ability to meet established goals and timelines.
• Strong focus on follow-up and attention to detail.
• Ability to travel as needed.
• Employee must be able to relate to other people beyond giving and receiving instructions:

(a). can get along with co-workers or peers without exhibiting behavioral extremes;

(b). perform work activities requiring negotiating, instructing, persuading or speaking with others;

(c). respond appropriately to criticism from a supervisor

Physical Demands and Work Environment: The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical demands: 

• Constantly required to sit, talk or hear.
• Occasionally required to walk or stand.
• Occasionally required to balance or stoop.
• Occasionally required to use hands to finger, handle or feel objects, tools or controls.
• Occasionally required to lift and/or move up to 55 pounds.

Specific vision abilities required by this job include close vision including concentrated vision for long periods of time, distance vision, peripheral vision, color vision, and the ability to adjust focus.

Work environment:

• Minimum exposure to plant environment.
• Exposure to low noise levels in office environment.

The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. 

The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change. 

As an Equal Opportunity Employer, we are committed to a diverse workforce.