The Role
Reporting to the Chief of Operations, the Director of Human Resources (DHR) will collaborate with the senior leadership team to develop and execute a human resources strategy that is aligned with the organization’s vision and strategic plan. The DHR will help build an engaging and exciting employee-centric atmosphere while leading a team of two human resources professionals. The DHR will ensure the successful operation of the human resources function and provide input and direction to senior management in the areas of talent management, talent acquisition, diversity and inclusion, employer branding, employee engagement, employee development, performance management, employee relations, total rewards, HR systems, and payroll.
Core Responsibilities
- Provide high-level, customer–focused service to employees in all areas of HR administration and programs, including staffing, compensation, benefits, employee relations, performance management, policy administration, payroll, and compliance.
- Build, develop, and maintain strong collaborative and consultative working relationships with employees and managers across the organization to deliver value-added HR supportive services.
- Act as the ambassador of the organizations’s culture, constantly defining ways to identify and reinforce the behaviors that exemplify core values. Strive to advance people and implement organizational strategies to promote employee engagement.
- Build the employment brand in the market in alignment with the organization’s vision. Drive employee engagement strategies that will foster sustained momentum and support the goal of being an employer of choice.
- Work closely with leadership to enhance and support diversity and inclusion.
- Regularly review all employee benefit plans, policies, and programs and benchmark against industry/comparable organization best practices. Evaluate entire employee benefit package (including life, health, dental, disability, retirement plans, vacation, sick and maternity leave, tuition, and employee assistance) with respect to value to employee versus cost to the organization, and effectively structure benefit programs to attract and retain top talent. Make recommendations and implement changes (including communication plan for employees) to all plans and policies.
- Manage the recruitment and hiring process, providing hiring managers with tools and assistance throughout the recruitment cycle, including assisting with job descriptions, recruiting strategies, and screening/interviewing techniques to attract and hire the best available talent.
- Develop and maintain a comprehensive employee on-boarding program that ensures the experiences of new employees are positive, prepares new employees for success in their role, and informs new employees as to the core values and mission of the organization.
- Play a key role in the facilitation and resolution of employee performance or other employee relations issues. Counsel employees and proactively facilitate conflict resolution between employees, escalating issues as appropriate.
- Drive and implement improvements to employee performance, mentorship, recognition programs, and policies. Report and communicate progress and key measurements.
- Ensure accurate and correct processing of all transactions with respect to employee compensation, participation in employee benefit plans, and changes to personal or other demographic information.
- Oversee the human management information system (HRIS), ensuring timely and accurate processing of requests and privacy of HR data and information. Develop and maintain an HRIS that meets management information needs. Develop and report on employee satisfaction and other HR metrics for senior management.
- Maintain comprehensive knowledge of HR laws and regulations and recommend best practices in all areas of HR management, including recruitment, supervision, benefits, and employee policies. Ensure compliance with all laws and regulations, reporting requirements, audits, and other employer obligations, including workers’ compensation, unemployment, COBRA, and fair hiring and non-discrimination practices.
- Manage the bi-weekly payroll processing tasks, working with supervisors and Finance Department to ensure the accuracy of payroll.
Ideal Candidate
The DHR must have very strong organizational, communication, supervisory, and project management skills, and be able to put in place and maintain systems which ensure a) compliance with all employee regulations and laws, and b) timely and accurate resolution of all employee requests and issues. The DHR must have a strong customer service philosophy, be able to engender the trust of all employees, and exhibit in practice the values of the organization to create an open and respectful environment. In addition, the DHR will have the following experience and skills:
- A Bachelor of Arts degree, with an advanced degree and/or professional certification such as PHR or SPHR preferred.
- 6 to 8+ years of experience in human resources, preferably in a nonprofit organization with 50+ employees, including experience and/or interest in working with an aging population.
- Experience partnering with executive and senior management staff, resulting in the development and implementation of efficient and effective management strategies.
- Significant experience in or knowledge of human resources management, organizational development, talent management, employee engagement, and talent acquisition.
- Excellent written and oral communication skills with demonstrated leadership ability, team management , relationship building, and influencing skills.
- Excellent analytical, abstract reasoning, and organization skills
- Experience with ADP Workforce a plus.
If you are interested in this role then please email your resume to hrjobs@pappas2.com.