Director of HR

GENERAL SUMMARY OF DUTIES:

The Human Resource Director will plan, lead, develop, and coordinate the polices, activities, and staff of the Human Resource department, ensuring legal compliance and implementation of the organization's mission and talent strategy.

This position leads practices that foster an employee-oriented, high performance culture emphasizing empowerment, quality, safety, productivity, and goal attainment while attracting and retaining a superior workforce.

Develops personnel policies and programs for the entire organization. The major areas covered are organizational planning, organizational development, employment, indoctrination and training, employee relations, compensation, benefits and employee services. Assists and advises senior management on Human Resources issues

• 1. Establishes departmental processes that support the organization's strategic goals.
• 2. Collaborates with senior leadership to promote the organizations' goals and strategy related to organizational culture, staffing, recruiting, employee engagement and retention.
• 3. Plans, leads, develops coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization 's human resource compliance and strategy needs.
• 4. Administers or oversees the administration of human resource programs including, but, not limited to compensation, benefits and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
• 5. Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.
• 6. Conducts research and analysis of organizational trends including review of reports and metrics from the organization's human resource information system (ADP).
• 7. Monitors and ensures the organizations' compliance with federal, state, and local employment laws and regulations, and recommend best practices; review and monitors policies and practices to maintain compliance.
• 8. Assesses company-wide developmental needs to drive training initiates and identifies and arranges suitable training solutions for employees. This position actively searches, creatively designs and implements effective methods to educate, enhance and recognize performance.
• 9. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management and employment law; applies this knowledge to communicate changes in policy practice, practice, and resources to upper management.
• 10. Develops, implements, monitors and revises organizational culture programs including recognition and reward, recruitment, training, and executive education.
• 11. Manages organizational coaching and training platforms to support professional growth objectives for all employees.
• 12. Prepare, conduct, synthesize, and report on the annual employee engagement survey. Maintain and promote Top Place to Work recognition and informs upper management on opportunities to advance employee engagement.
• 13. Develops and maintains effective organizational communications.
• 14. Plans and organize specials events as required for staff engagement and to promote the company in a positive light.
• 15. Coordinate and support wellness initiatives with the benefits partners to encourage participation annually.
• 16. Develops and implements departmental budget.
• 17. Oversees organizational health and wellness program and maintains all records in the specified location in a highly confidential manner.
• 18. Oversees organizational health and wellness program and maintains all records in the specified location in a highly confidential manner.
• 19. Exemplifies the desired culture and philosophies of the organization.
• 20. Determines and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale.
• 21. Identifies legal requirements and government reporting regulations affecting personnel functions (e.g., Claims Management, OSHA, EEO, ERISA, Wage and Hour, etc.). Monitors exposure of the organization. Directs the preparation of information requested or required for compliance. Approves all information submitted.
• 22. Assist Chief Executive Officer (CEO) and Chief Financial Officer (CFO) with establishing wage and salary structure, pay policies, performance appraisal programs, employee benefit programs and services, and company safety and health programs. Monitors for effectiveness and cost containments.
• 23. Establishes standard recruiting and placement practices and procedures. Interviews candidates as required.
• 24. Establishes in-house management training programs that address company needs across organization (i.e., Performance Appraisal, Interviewing).
• 25. Defines all Human Resources/Personnel programs, and authority/responsibility of Human…