HR Director

Summary: The HR Director is a member of the Senior Leadership Team of the global organization and is responsible for shaping and executing the company's HR strategy to drive organizational goals, culture transformation, and long-term business growth. This leader must be a strategic business partner to the CEO, aligning people initiatives with the company’s strategic plan. The HR Director will be responsible to define and execute a culture transformation plan and employee engagement across the company.

 

Essential Duties and Responsibilities include, but are not limited to, the following. 

Plans, organizes and directs the activities and staff of the Human Resources Department, including recruitment and selection, classification and compensation, employee benefits, environmental, health and safety, organizational development and training, payroll, affirmative action, and risk management. Work involves the application of professional knowledge and personal judgment to a variety of problems and issues.

• Maintaining the utmost confidentiality in dealing with employee records and business information.
• Using excellent customer service skills, establishes and maintains effective working relationships with other employees, officials, and all members of the general public.

• Analyzes wage and salary reports and data to determine competitive compensation plan.
• Writes directives advising department managers of company policy regarding equal employment opportunities, compensation, and employee benefits.
• Consults legal counsel to ensure that policies comply with federal and state law.
• Develops and maintains a human resources system that meets top management information needs.
• Oversees the analysis, maintenance, and communication of records required by law or local governing bodies, or other departments in the organization.
• Studies legislation and arbitration decisions to assess industry trends.
• Writes and delivers presentations to corporate officers or government officials regarding human resources policies and practices.
• Prepares written Affirmative Action Plan; keeps records of hired employee characteristics for governmental reporting purposes.
• Oversees and directs the development and administration of the Human Resources Department annual budget.
• Oversees employee benefit program responsibilities by directing the administration of the group health insurance and life insurance plans, flexible spending and dependent care programs, COBRA, HIPPA, and FMLA.
• Analyzes existing benefit policies of organization and prevailing practices among similar organizations to establish competitive benefits programs. Plans modification of existing benefits programs.
• Recommends benefit plan changes to management. Notifies employees of changes in benefits programs.
• Serves as HIPPA privacy manager and ADA coordinator.
• Management of employment litigation pending against the company, including hiring outside attorneys. Conducts internal investigations and resolves disputes; responds to EEOC charges.
• Attends and participates in professional group meetings; stay abreast of new trends and innovations in the field of human resource management.

 

Competency:

To perform the job successfully, an individual should demonstrate the following competencies:

• Analytical - Collects and researches data; uses intuition and experience to complement data.
• Problem Solving - Identifies and resolves problems in a timely manner; gathers and analyzes information skillfully; develops alternative solutions; works well in group problem solving situations; uses reason even when dealing with emotional topics.
• Technical Skills - Strives to continuously build knowledge and skills, shares expertise with others.
• Customer Service - Manages difficult or emotional customer situations; responds promptly to customer needs; Solicits customer feedback to improve service; Responds to requests for service and assistance.
• Interpersonal - Maintains confidentiality; keeps emotions under control.
• Oral Communication - Speaks clearly and persuasively in positive or negative situations; listens and gets clarification; responds well to questions; demonstrates group presentation skills.
• Written Communication - Writes clearly and informatively; edits work for spelling and grammar; varies writing style to meet needs; presents numerical data effectively; able to read and interpret written information.
• Change Management - Communicates changes effectively; builds commitment and overcomes resistance; prepares and supports those affected by change.
• Delegation - Delegates work assignments; matches the responsibility to the person; gives authority to work