Director of Human Resources

Description

The Director of Human Resources (HR) is responsible for leading all people functions of Prospera and for developing and executing a human resources strategy in support of the overall business plan and strategic direction of the organization. This position will report to the Chief Financial Officer and will serve as a trusted partner and advisor to leaders and employees within the organization. The Director of HR is responsible for the strategic human resource planning to provide Prospera with the best people talent available and to position the organization as an employer of choice by being aware of policies, practices and trends within the industry. 

ESSENTIAL JOB FUNCTIONS:  

Strategic Planning

• Participate in the development of Prospera’s plans and programs as a strategic partner, but particularly from the perspective of the impact on people.
• Translate the strategic and tactical business plans into HR strategic operational plans. 
• Evaluate and provide guidance on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, development, and retention of people resources for the organization.
• Plan, develop, organize, implement, direct, and evaluate Prospera’s HR department. 
• Manage the budget and other financial measures of the HR department.  
• Continue improving the programs, policies and processes associated with meeting the strategic and operational people issue of the organization. 

Talent Management

• Develop appropriate policies and programs for effective management of people resources. 
• Develop programs to allow Prospera to embrace applicants and employees of all diverse backgrounds.
• Continually assess the competitiveness of all HR programs and practices against the relevant comparable companies, industries, and markets. 
• Evaluate and continue to improve programs, policies, practices and processes associated with meeting the strategic and operational people issue of Prospera.
• Evaluate the HR structure and team plan for continual improvement of the efficiency and effectiveness of the group, as well as, for providing individuals with professional and personal growth opportunities. 

Talent Acquisition

• Responsible for overall Talent Acquisition Strategy for Prospera.
• Develop staffing strategies and implementation plans and programs to identify talent within and outside of the organization.
• Identify appropriate and effective external sources for candidates for all levels of Prospera.

Total Rewards/Compensation

• Develop progressive, proactive, and competitive compensation strategies and pay structures.
• Continually assess the competitiveness of all benefit programs and practices against relevant comparable companies, industries, and markets. 
• Identify retention strategies to retain employees and reduce turnover.

Employee Relations

• Establish credibility throughout the organization to be an effective listener and problem solver of people issues. Act as trusted advisor to leaders and employees. Provide guidance and recommendations as needed.  
• Develop HR planning models to identify competency, knowledge, and talent gaps.  
• Identify leadership training needs for all levels. 
• Develop and facilitate leadership training and performance management.  
• Develop and update Prospera policies annually to remain in compliance with employment laws.
• Advise leadership on the appropriate resolution of employee relations issues, and procedures for interviewing, hiring, terminations, promotions, performance reviews and harassment issues. 

Risk Management

• Identify, assess, and resolve risk items prior to becoming threats to the organization.
• Develop appropriate policies and programs for effective management of the people resources of Prospera. Included in this area would be programs for employee relations, sexual harassment, employee complaints, external education, and career development, among others. 
• Maintain knowledge of HR policies, programs, laws, and issues.  
• Ensure full compliance with applicable labor laws and best practice in Human Resources.
• Performs other responsibilities as assigned by the Chief Financial Officer.

KNOWLEDGE, SKILLS AND ABILITIES - GENERAL PERFORMANCE:

• Strong generalist understanding of HR practices including compensation, benefits, training and development, and federal and state labor laws.
• Ability to manage change effectively.