Divisional Human Resources Director

Salvation Army Divisional Human Resources Director

The Divisional Human Resources Director for The Salvation Army, Southern New England Division is responsible for the development, implementation, and administration of HR policies, programs, and processes related to the full spectrum of the HR lifecycle; responsibilities include recruiting, onboarding, employee relations, performance management, compensation/benefits, training, etc.

The Divisional HR Director serves as a member of the Division's management team; provides various HR services to Officers, Department Heads and Managers and develops strong relationships throughout the division. This position is onsite, located at Divisional Headquarters in the Asylum Hill neighborhood in Hartford, CT.

Compliance/Communications:

• Reviews and updates, as needed, key HR policies to assure legal compliance with TSA Territorial and National policies.
• Implements and maintains Employee Addendum which highlight state and local laws. Ensures that policies fulfill legal requirements and are interpreted and adhered to consistently. Prepares policy revisions for review and approval by Leadership.
• Develops and implements a communication approach that helps to ensure managers and employees are knowledgeable of policies, procedures, benefits, etc. Topics include bias behavior, sexual harassment, bullying, etc. Maintain records of participation.
• Ensures grievance procedures are up to date, published and communicated to officers, managers and employees.
• Conducts timely investigations into all employee relations matters. Ensure well-documented investigations with summary of findings with consistent updates to leadership, especially high-risk cases.
• Provides compliance training to supervisors; assists supervisors in dealing with various employee matters as needed.

Employee Relations:

• Promotes a positive work climate characterized by teamwork, effective communication, respect, trust and commitment to The Salvation Army's mission and goals.
• Manages potential employee relations proactively to deal with employee concerns. Maintains an "open door" policy for employees and managers to discuss any HR disputes, issues or concerns. Effectively provide dispute resolutions.
• Handles employee relations situations and all allegations of misconduct with immediate attention.
• Works closely with Divisional leadership to develop and implement employee relations strategies designed to improve work climate, employee satisfaction and performance.
• Serves as an advisor to help enable management in handling, resolving, minimizing the impact of any employee relations problems.
• Plans programs to positively recognize employee contributions and service, i.e., employee recognition service, employee appreciation, retirement services, etc.
• Ensures that employment separations have exit interviews and issues are handled accordingly.

Recruitment/Staffing/Onboarding:

• Leads the recruiting, hiring practices and procedures necessary to recruit and retain a talented workforce. Review job descriptions, prepare position and compensation analysis. Ensure appropriate and consistent hiring practices are maintained, including interviewing, selection, disposition, and promotions.
• Partners closely with hiring managers to determine best recruiting process. Research and designs targeted sourcing channels (e.g., social media, internal networks, community services, colleges, virtual career fairs and any other innovative channels.
• Prepares employment packages for final recommendation to Divisional Finance Council for approval.
• Manages the onboarding process to ensure employees are well prepared and have a welcoming experience and effective orientation process at The Salvation Army. Extends offers and processes background checks, I-9's, reference checks to get qualified candidates in their new roles on a timely basis.
• Ensures administration and documents are in order and compliant with administrative requirements, policies, and Federal/State laws.

Benefits Administration/Compensation:

• Manages the benefits enrollment and termination process for the healthcare plan, life insurance plans, long term disability, Aflac, pension, 403(b) plan, etc. Update benefit information with accuracy, reconcile billing and covered lives.
• Conducts open enrollment sessions for full- and part-time employees. Deploys the communication of benefits information vide counseling to employees to promote a clear understanding and use of available benefits.
• Recommend changes and/or ways to increase the effectiveness of the benefits programs to the appropriate functional leader.
• Works closely with Chesterfield Resource Inc., the organization's benefits vendor and the Risk Management Department, regarding benefits eligibility, claims procedures and integration of benefit plans.
• Conducts regular benchmarking of compensation; review internal equity and external competitiveness. Evaluate new and significantly changed positions to ensure proper job grade placement and pay.
• Provides…