Our firm is engaged in a search to identify the Director of Human Resources (DHR) for a dynamic, growing company in Exeter, New Hampshire, with a second operating location in South Burlington, Vermont. Reporting to the President, the DHR will have the opportunity to establish and manage the human resources function for this 130-person organization. The DHR will serve as the HR partner and advisor on the development of human resources initiatives as they relate to overall business direction. The DHR will also develop and implement HR best practices with respect to policies, programs, and objectives that closely align with the company’s mission, goals, and cultural beliefs, ensuring that all HR programs support business objectives and drive employee performance. The DHR will oversee all HR functions for both operating locations.
The DHR directs all aspects of the human resources function, supporting and aligning HR with overall business strategy. As an HR business partner and advisor, the DHR enhances and builds upon a positive, engaged culture that works to assimilate the interests, talents, and contributions of employees in a high performing and inclusive workplace. The DHR will direct and lead the following critical areas:
Culture and Values – Act as the ambassador of company culture, constantly seeking ways to identify and reinforce the behaviors that exemplify company values with innovative programs and activities.
Talent Acquisition – Lead a comprehensive recruitment process to attract, develop, retain, and engage a high-quality workforce. Due to growth expectations, recruitment will be a significant activity for the next few years. Build strategic human capital programs and continue to promote and augment employer branding in support of these objectives.
Talent Management – Identify internal leadership candidates, and recruit and develop talent for other areas within the company. Establish programs that enhance career development and support efforts for succession planning.
Employee Engagement – Act as cultural steward to continue to support company core values and work culture. Demonstrate behavior consistent with these values, and articulate and shape company culture in program and activity development.
Performance Management – Enhance the existing programs for evaluating the performance and talent review process by providing training, coaching, and specific guidance as applicable. Provide coaching and counsel to supervisors, management, and staff to resolve conflicts and/or address job performance issues, while providing effective performance communications.
Employee Relations – Recommend employee relations practices essential to employee engagement, organizational consistency, and legal compliance. Navigate and resolve all sensitive employee relations issues while maintaining the strictest degree of confidentiality.
Total Rewards – Maintain all benefit-related relationship programs, and provide ongoing evaluation and recommendations. Establish, communicate, educate, and optimize benefit programs that balance employee satisfaction and wellness with overall business objectives to offer the most competitive plan possible. Oversee compensation and payroll functions.
Human Resources Policy – Assess existing policies, and develop and implement comprehensive HR policies, programs, and objectives that closely align with the company’s mission, values, goals, and cultural beliefs.
Compliance – Ensure compliance with all State and Federal legal compliance policies and regulations. Manage internal communication for all HR related activity. Maintain highest level of business ethics and promote those ethics company-wide.
Systems and Reporting – Establish systems capability in order to streamline processes and provide critical data for the development of HR strategy. Analyze, measure, and report on key HR performance indicators. Maintain a high-performing HR function that is both business and employee focused.
The ideal candidate for the DHR role will possess a minimum of 5 to 7 years of progressive HR experience with broad generalist knowledge of employee relations, staffing, benefits, compensation, performance management, and payroll. Additional requirements include:
* Bachelor’s degree in HR or a related discipline.
* Strong knowledge of HR best practices and procedures, including current knowledge of State and Federal legal compliance regulations and policies related to HR.
* Background in benefits management essential (self-insured programs a plus).
* Expertise in all aspects of recruiting and retention with exceptional skills in talent assessment, development, and management. Background in succession planning an asset.
* Knowledge of all channels of employee recruitment with demonstrated success using all relevant channels.
* Self-starter who understands what a small company competing for talent must possess to attract and retain top talent.
* Hands-on, high energy, collaborative, and resourceful.
* Outstanding communicator, both verbal and written.
* Excellent MS Office and analytical skills.
If you are interested in this position, please submit your resume to firstname.lastname@example.org.