Director of Human Resources

About the role

The Human Resources Director is responsible for guiding and managing the overall Human Resources services, policies, and programs for the entire company and works with senior management to help determine the direction of the company regarding employee processes and systems. This includes recruiting and staffing; performance management and improvement systems; organizational development; employment and compliance to regulatory concerns; employee on-boarding, development, and training; policy development and documentation; employee relations; compensation and benefits administration; employee relations and counseling. The incumbent is heavily involved in payroll processing. The Human Resources Director originates and leads Human Resources practices and objectives that will provide an employee-oriented, high-performance culture that emphasizes teamwork, respect, accountability, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

What you'll do

·Formulates Human Resources policies, programs and objectives and is responsible for the implementation and delivery of these programs.

·Leads all HR functional areas, including talent acquisition, workforce planning, position classification and compensation, including performance award and incentive compensation plans, payroll, and employee relations, performance management, benefits administration, training and development, and HR compliance

·Provides counsel to executive leadership on organizational structure, succession planning, compensation, performance and incentive pay, and workforce optimization.

·Manages employee relations to establish a positive employer-employee relationship; coaches’ employees and managers on navigating difficult issues.

·Is the Subject Matter Expert for HR policies, programs, and practices; always ensuring company is current and senior management is kept apprised of HR status and proposed changes.

·Owns the recruiting strategy from executive hires to all hires for the organization.

·Supervises Administrative/Office Assistants

·Oversees the administration of training and development programs.

·Monitors wage and salary structure, pay policies, job descriptions and makes recommendations to senior management during annual budget process (and at times of promotions).

·Coordinates the annual performance appraisal process, updating templates annually, and following up with all managers and supervisors to ensure timely completion.

·Evaluates employee benefit programs and services, company health programs, etc. and makes recommendations for changes and improvements to ensure they meet or exceed industry expectations. Leads the annual benefit renewal process.

·Oversees the implementation of benefit administration and operates as one of the fiduciaries for the 401k plan.

·Provides employee counseling and administration

·Works with Managers/Supervisors to develop staffing plans for growth, replacement and succession.

·Coordinates with the General Counsel regarding potential litigation risks, employment-related lawsuits, and ensure compliance with federal, state, and local labor laws.

·Acts as back-up for payroll function when necessary.

Qualifications

Competencies:

1.Communication: listening, emotional control, confidence, open-mindedness, respect, written – clear, correct, complete, concrete, concise, considered, and courteous

2.Relationship Building

3.Critical Thinking: ability to think rationally and clearly about what they should or not believe and coming to a well-informed decision. Understanding the logical connection between ideas

4.Ethical Practice: application of ethical values in organizational behavior

5.Business Acumen: business savviness and sense and understanding of the business

6.Adaptability Skills: ability to learn new skills and behaviors in response to changing circumstances

7.Technological Skills: ability to interact and complete tasks using computer-based technologies

8.Interpersonal Skills: empathetic listening, purposeful questions, effective articulation, difficult conversation, conflict resolution, influence, negotiation

9.Consultation: ability to counsel employees and managers

QUALIFICATIONS

·Bachelor's degree required.

·Minimum 10 – 15 years of relevant experience required.

·SPHR, SHRM-CP, SHRM-SCP or PHR Certification preferred.

·In depth knowledge and experience with a variety of Human Resources and Talent Development issues, including recruitment, hiring, coaching, mentoring, professional development, and compensation.

·Ability to build staff and manage direct reports.

·Strong leadership skills with an ability to lead by example in terms of creating a positive, exciting, and productive work environment for employees to ensure collective success.

·Ability to serve as a strategic business partner to the leadership team.

·Strong verbal communications skills and demonstrated ability to write clearly and persuasively.

·Confidence and professionalism in meeting and working with employment candidates and senior leaders in the organization.

·Strong organizational and time management skills with ability to manage projects effectively and meet deadlines.

·Demonstrated commitment to accountability and measuring outcomes.

·Proficient in Microsoft Office and other relevant software programs.

·Experience with Rippling payroll/HRIS or similar software.

ESSENTIAL FUNCTIONS

1.Passion and loyalty for the company.

2.Ability to think analytically and problem solve, combined with a willingness to ask questions and work collaboratively.

3.Hard-working team player, positive and enthusiastic.

4.Highly organized and detail-oriented self-starter.

5.Ability to work under time pressures with multiple priorities while able to meet deadlines with accuracy.

6.Discretion with confidential information.

7.Comfort with ambiguity and working in a fast-paced environment.

PHYSICAL DEMANDS