Human Resources Director

The Human Resources Director will work closely with the Mandel JCC leadership team to continue to create an environment that attracts, develops, retains, and engages talent to our agency. This person will serve as a leader to the JCC by guiding and managing the overall provision of Human Resources services, policies and programs for the entire organization including but not limited to recruiting and staffing; employment and compliance to regulatory concerns; employee orientation and development; policy development and documentation; employee relations; compensation and benefits administration; employee safety, welfare, wellness and health and employee services and counseling.

The ideal candidate has a natural ability to roll with the punches while being flexible. If you are someone with experience executing the transactional core HR processes and want to do that plus be able to strategize, build and manage systems and processes for a non-profit organization that cares about its employees and the community, this may be the perfect opportunity for you.

WHAT YOU’LL DO

• Lead and administer day-to-day people-related operations including salary administration, staffing/ recruitment, employment, terminations, benefits administration, classification and job evaluation, procedure development and other related duties.
• Manage employee lifecycle milestones and processes, such as, but not limited to onboarding, annual reviews, training and development and offboarding.
• Serve as the primary liaison to payroll in ensuring that all employee transactions are prepared accurately and efficiently.
• Advise and consult with Directors and supervisors on day-to-day administrative issues, concerning employees, employment programs, and any issues or actions that affect the achievement of goals and objectives.
• Serve as point person in employee relations matters: coaching managers in providing feedback, conflict management, handling investigations in an unbiased, professional manner.
• Analyze data and reports concerning all aspects of the employment function to identify and determine causes of people-related problems and develop and make recommendations for improvement of employment policies, processes, and practices.

RECRUITING AND ONBOARDING

• Plan and direct, in collaboration with Directors, activities, such as developing sources of qualified applicants, developing and modifying selection criteria, job descriptions and recruitment processes. Develop and place recruitment ads, review resumes, actively participate in the final selection of candidates.
• Conduct new employee orientation, ensure appropriate new hire paperwork is completed in a timely and efficient manner, coordinate timing with Payroll and supervisor to ensure appropriate payroll processing.
• Ensure required background checks and other pre-employment screening are complete in a timely manner.
• Conduct exit interviews and retain employment records as prescribed by law.
• Respond to requests for employment verification.

HRIS

• Manage the configuration, maintenance and tracking of HRIS system to include recruitment, onboarding, employee lifecycle changes, wage/salary changes, offboarding, benefits and employee record updates as needed.
• Ensure employee employment files are complete and information is kept confidential, responsible for regular internal HR compliance audits.

PAYROLL AND BENEFITS

• Work closely with accounting on semi-monthly payroll – this includes ensuring accuracy and timeliness of payment.
• Responsible for all aspects of benefits and 401(k) administration, including but not limited to: enrollments and terminations, calculations, ensuring accuracy in payroll, answering inquiries from staff, communicating with vendors, auditing information for accuracy, ensuring invoices are accurate and paid on time, and recordkeeping.
• Ensure adherence of benefits policies related to short and long-term leave, PTO, FMLA, etc. Ensure proper documentation related to LOA is received, recorded, and communicated to employees and management. Coach and educate management on absence policies, practices, and processes to create best in class processes.

POLICIES AND PROCEDURES

• Develop and maintain human resources system and programs to meet legal requirements, information management and changing organizational needs. Implement new programs,