Human Resources Director

Job Summary

The Director of Human Resources and Administration will plan, lead, develop and direct the policies, activities, and staff of the Human Resource (HR) department, ensuring legal compliance and implementation of the organization's mission and talent strategy as well as leads, oversees, and directs the staff responsible for ERI's administrative services. The Director of Human Resources and Administration will oversee the policies, procedures, and programs of employee relations including developing and improving programs related to employee morale and satisfaction.

Oversees the recruiting, interviewing, hiring, and training of new staff in both Human Resources and Administrative Departments.

Oversees the daily workflow of the department.

Provides constructive and timely performance evaluations.

Handles discipline and termination of employees in accordance with company policy.

Supervises and directs the development of employee training and recruitment.

Ensures compliance with human resource policies and procedures by subordinate staff.

• Collaborates with senior leadership to understand the organization's goals and strategy related to staffing, recruiting, and retention.
• Collaborates with all management staff to identify and deliver the required administrative support operations for the organization.
• Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's human resource compliance and strategy needs.
• 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.
• Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.
• Oversees administration of workers' compensation claims and unemployment claims.
• Oversees management of EEO reporting.
• Conducts research and analysis of organizational trends including review of reports and metrics from the organization's human resource information system (HRIS) or talent management system.
• Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
• 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, and resources to upper management.
• Facilitates professional development, training, and certification activities for HR staff.
• Drafts and distributes statistical reports, analyses, and exhibits to company stakeholders and when required, to regulatory and government agencies.
• Develops, evaluates, and maintains the management of the HR information system.
• Maintains the organization's administrative policies and procedures manual.
• Assists with the organization's compliance with contracts and quality assurance.
• Serves as a member of the organization's key administrative decision-making and planning body.
• Performs other duties as required.

• Excellent verbal and written communication skills.
• Excellent interpersonal, customer service and negotiation skills.
• Excellent organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Strong supervisory and leadership skills.
• Ability to adapt to the needs of the organization and employees.
• Ability to prioritize tasks and to delegate them when appropriate.
• Thorough understanding of, or ability to quickly learn, the office equipment, recordkeeping systems, management information systems, and related protocols used in the organization.
• SHRM-CP or SHRM-SCP highly preferred.
• Ability to develop and maintain positive relationships with employee boards, officials, directors, and other stakeholders.
• Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Thorough understanding of human resources and labor relations principles, practices, and procedures.
• Thorough knowledge of employment-related laws and regulations.
• Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems. Extremely proficient with Microsoft Office Suite or related software.
• Professional and tactful interpersonal skills with the ability to interact with a variety of personalities.

• Bachelor's degree in Human Resources, Business Administration, or related field required;
  Master's degree preferred.
• At least five years of human resource management…