HR Director

Position Summary:

The primary purpose of the Human Resources Director is to plan, direct, administer, promote and implement quality human resource policies, procedures and standards throughout the entire organization. It is the ultimate responsibility of the Human Resources Director to oversee human resources staff, personnel practices, recruitment, and onboarding. Responsible for high-level negotiation such as payroll vendors, benefits, 401K, etc. This position is ultimately responsible to ensure the organization and department are in compliance with all federal, state and labor laws. Serves as a Senior member of the Management Team.

Job Responsibilities:

Directly over-sees all Human Resource functions including HR staff: HR Generalist/Payroll Specialist and Talent Acquisition Specialist. (not conclusive list)
Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.
Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health, benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations.
Manages human resources operations and staff in the area of recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change.
Organizes and designs appropriate staff development activities and trainings.
Develops human resources operations strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.
Identifies and clarifies issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.
Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications.
Directs staff in relations to hiring, termination, disciplinary action, performance evaluations and employee performance action plans.
Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.
Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
Directs organization in the area of new trends for managing, training evaluating current practices.
Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
Directs, evaluates and implements necessary strategies for the onboarding process of new employees.
Enhances department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.
Monitors and implements strategies for decreasing employee turn-over and increase employee satisfaction. This requires close engagement with the ERC (Employee Relations Committee) to evaluate employee needs.
Education:

Job duties require the equivalent to a four-year college degree in business administration, marketing or any other degree related to the operations of an organization with specific training in personnel management, human resources, marketing, labor law or related field. A combination of education and experience may be considered. Master’s Degree and/or Certification in Human Resources is a plus.

Experience:

Minimum three – five years of experience in human resource management or leadership. Familiar with all state and federal compliance regulations and standards. Experience in high level negotiation of benefits, 401K, payroll and training, etc.