Overview

Direct the development of short and long term strategies, programs and services in the following  areas: organization and management development, including organization design, process mapping, skills assessment and succession planning; organizational, culture change efforts, Rapid Continuous Improvement (RCI);  employment, including workforce planning, development, utilization, recruitment and staffing; compensation, including employee rewards and recognition, benefits, payroll services, internal communications;  safety/security and worker’s compensation, and employee relations along with Great Place to Work (GPTW) initiatives. Other responsibilities include control and management of corporate/organizational policies and procedures, outsourcing resources and strategic relationships.  Key to success in this position is to ensure alignment and integration between the company’s strategic business plan and the above programs and initiatives.

 

SUPERVISORY RESPONSIBILITIES:

Manages between 4-8 direct reports. May manage other areas beyond the HR functions including Facilities, Safety, Security, Customer Service, Reception/Lobby, Administration, Operations, and other infrastructure resources.

Responsibilities

General 

Serves on Leadership Team to ensure integration of business plans and Human Resource initiatives and to establish company-wide programs, policies and plans. These initiatives, policies and plans need to be accomplished in compliance with California labor laws and minimizing disruptive employment litigation. 

 

Consults to, and partners with, executive management in identifying/establishing organizational needs as they relate to human resources and other organizational development issues.

 

Develops and implements an integrated Human Resources and Development Plan that is strategically-linked to the Company’s short and long-term succession planning for management.

 

Stays abreast of current Labor and Employment laws and practices in the US and specifically in California to develop and recommend company policies, procedures and common practices to the President and Executive Management as well as department managers, supervisors and associates.

 

Keeps the President and executive management informed on employee morale and the effectiveness including ROI of GPTW initiatives and organization development initiatives.

 

Operational

 

Hires, trains and motivates human resources, organization development and other functional staff; plans adequately for future HR and organizational needs; reviews performance of reporting departments and recommends and ensures timely corrective action to resolve performance issues.

 

Provides general guidance and counsel to operating executives and management on complex and sensitive organizational issues. Works with internal and external legal resources to ensure legal compliance and minimize exposure to litigation.

 

Provides leadership in the development of compensation and benefits programs through HR staff and management to ensure that the company attracts, retains and motivates at all levels of the organization.

 

Directs the development of workforce planning efforts and methodologies to ensure maximum utilization of employees and organizational resources.

 

Directs the development of methodologies to assess workforce competencies, developmental requirements and implementation of succession plans.

 

Ensures company-wide commitment to equal opportunity and affirmative action programs in employment, transfers and promotions; ensures that such programs comply with both the spirit and letter of requisite legislation. Also responsible for monitoring, reviewing and recommending course(s) of action involving federal, state or agency legislation and rulings on all matters related to EEO and affirmative action.

 

Provides quality consulting services to departments on all human resources related services including: recruitment, staffing, safety, security, organization development, manpower planning, compensation and benefits, payroll, personnel administration, employee relations including Great Place to Work (GPTW) initiatives, Equal Employment Opportunity Commission (EEOC) and Affirmative Action Plans (AAP), etc.

 

Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.

 

Contributes to the team effort by accomplishing related results as needed.

Qualifications

Bachelor’s Degree in Business, Management, or related field; Masters' degree preferred. Acceptable equivalent background and experience,