Human Resources Director

GENERAL SUMMARY

Lead a dynamic, collaborative, and solution-oriented HR leadership team focused on delivering excellence within a fast-paced and highly complex environment. Responsible for the leadership, direction, oversight, and alignment of all human resource strategies, programs, and policies in support of strategic plan and business objectives and compliance with regulatory requirements. Manages labor relations, employee relations, talent acquisition/ staffing, compensation, benefits, EEO, affirmative action, HR information systems, and leadership training & development.

Consults with management and staff at all levels on human resource matters and ensures the HR department provides excellence in customer service and a solution-oriented approach. Provide strategic HR consultation to executive leadership on emerging workforce risks, organizational readiness, talent trends, and long-term HR capabilities.

Establish human resource strategies and action plans that attract, develop, and retain a high performing diverse workforce in support of business objectives. Manage the operations of the Human Resources Department in a way that delivers performance excellence and results, including effective customer service, solution-oriented approaches, program administration, compliance, and budget management. Participate in special assignments and provide human resources leadership in various forums (e.g., committees, management meetings).

Effectively performance manage the human resources staff by providing clear expectations, timely feedback, coaching, and a learning environment conducive to high productivity, strong customer service, a solution-oriented approach to supporting the agency, and development of a proficient HR staff. Ensure HR teammates utilize industry best practices and benchmarking, appropriate use of Artificial Intelligence (AI) and other technologies, and internal partnering to deliver excellence in support and results.

Serve as chair on the HR Committee to the Senior Leadership Team. Maintain appropriate and value-added agenda content for this monthly core business meeting. Ensure policies, programs, and training courses comply with state and federal regulations and pertinent case law (e.g., FLSA, PERC, ADA, FMLA/PFML, EEO, etc.). Prioritize, coordinate, and monitor work, demonstrating sensitivity to customer needs and effective issues resolution.

Demonstrate effective communication skills of all types (oral, written, performance management, public speaking, etc.).

Agency Leaders:
Consult with various members of management, including senior and executive leaders, and present/communicate recommendations, processes, policies and/or program changes as appropriate. Work in a collaborative nature with other departments. Board Relations:
Serve on the Executive Board’s HR-related committee and provide excellence in support. Present to the Executive Board and Board of Directors as needed (attendance at Board meetings typically requires travel at least a few times/year). Serve as the primary back-up to HR Manager-Total Rewards staff liaison role. External Agencies:
Prepare, review, revise, and update assigned policies, procedures, and programs to ensure continual compliance with regulatory requirements and support of current business needs. Ensure team is reliable and accurate in supporting multiple audits and meeting with auditors. Frequently meet with and be interviewed on HR programs and practices by industry experts, auditors, etc.

Promote an environment that fosters healthy labor relations and proactive assistance for the agency’s employee relations and other HR support needs. Provide oversight and support to the HR Manager-Labor/Employee relations in managing the negotiation of collective bargaining agreements and grievances, using the principles of interest-based bargaining. Provide avenues for resolving work related and personal issues through internal problem resolution…