Human Resources Director

Description

POSITION SUMMARY:

The Human Resource Director will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the Human Resource (HR) department, ensuring legal compliance and implementation of the organization's mission and strategy. This individual must be highly organized, innovative, and resourceful serving to provide direction in all the functional areas of HR such as Recruiting, Selection, Hiring, and Employment Processes; Compensation & Benefits Management; Employer-Employee Relations; Performance Management; Organization Policy Development & Implementation; and Maintain Labor Law Compliance. 

ESSENTIAL JOB FUNCTIONS:

Collaborates with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention.

Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.

Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.

Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.

Conducts research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS) or talent management system.

Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.

Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.

Anticipate and resolve litigation risks

Effectively structure benefits programs to attract and retain top talent

Facilitates Professional Development, Training, And Certification Activities For HR Staff.

EDUCATION & EXPERIENCE:

Bachelor's degree in Human Resources, Business Administration, or related field required; Masters degree preferred.

At least 7-10 years of human resource management experience required.

SHRM-CP, PHR, or SHRM-SCP, SPHR highly preferred.

Prior experience managing a team of HR professionals

Previous experience in a high turnover, employee-facing setting such as manufacturing, retail, or similar industry 

Experience in all HR concentration areas such as benefits; compensation; talent management; workforce planning; employee relations; safety and security; strategic management; employee development; and training.

GENERAL SKILLS/EXPERIENCE:

Excellent communication and negotiation skills for relaying data (verbally and in-writing) between other employees and vendors/suppliers

Strong organizational skills and proven ability to maintain accurate, detailed records that will be audited periodically 

Ability to work on multiple projects at once with tight deadlines

High-level of comfort in working with numbers and spreadsheets; ability to create statistical reports

Excellent analytical and problem-solving skills

Must be a self-starter and have the desire and ability to take ownership and responsibility with little direction

Knowledge of:

Federal and State laws affecting Human Resources including the ADA, FMLA, FLSA, and Title VII of the Civil Rights Act 

The principles and practices of modern human resources management and administration

Ability to learn additional HR terminology, processes, and employment laws to be able to serve the department or area of the business when operational demands may require it 

Interviewing candidates and employees and interpreting responses

Ability to foster employee career development, professional development and motivate the employment workforce

Ability to develop tactical and strategic plans for the human resources management programs

Ability to be adaptable, flexible and advance existing skill sets to be able to serve future office needs in additional capacities 

Ability to be pragmatic in decision making; requires high integrity

Maintains a high level of confidentiality at all times 

Ability to build relationships/partners with local community organizations

Proven ability to work collaboratively with others, frien