Human Resources Director

JOB DESCRIPTION

                                                                    POSITION TITLE:             Director of Human Resources

DEPARTMENT:                  Human Resources                   

FLSA STATUS:                    Exempt                                     

PAY GRADE:                       20                                               

GENERAL DESCRIPTION OF DUTIES

Reporting to the Chief Executive Officer, the Director manages the Agency’s Human Resource function in accordance with the policies and practices of the Agency, the ethical and social consciences of business and the laws, regulations and administrative rulings of governmental organizations and other regulatory and advisory authorities and organizations. The Director of HR leads the division’s functional areas of talent acquisition, payroll, compensation, employment law compliance, benefits, human resource information systems (HRIS), employee training and development, talent management, performance management, and employee and labor relations. As a member of the President’s Cabinet, the Director of HR will develop, plan, and implement HR initiatives and strategies that will support the Agency’s goals and initiatives.

SPECIFIC DUTIES AND RESPONSIBILITIES

ESSENTIAL JOB FUNCTIONS

The list of essential functions, as outlined herein, is intended to be representative of the tasks performed within this classification. It is not necessarily descriptive of any one position in the class. The omission of an essential function does not preclude management from assigning duties not listed herein if such functions are a logical assignment to the position.

• Participates in the development of the organization's plans and programs as a strategic partner, but particularly from the perspective of the impact on people.
• Translates the strategic and tactical business plans into HR strategic and operational plans.
• Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, development and retention of the people resources of the organization.
• Develops staffing strategies and implementation plans and programs to identify talent within and outside the organization for positions of responsibility. Identifies appropriate and effective external sources for candidates for all levels within the organization.
• Develops progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance.
• Oversees  effective operation of all payroll related functions and HRIS information technology systems
• Identifies legal requirements and government reporting regulations affecting Human Resources function (e.g., CHRO, EEO,  Wage & Hour). Monitors exposure of the company. Directs the preparation of information requested or required for compliance. Approves all information submitted. Acts as primary contact with labor counsel and outside government agencies.
• Act as the chief spokesperson and negotiator for 2 collective bargaining agreements across the agency.
• Train and offer counsel to managers and employees, as appropriate, regarding the interpretation and application of the collective bargaining agreement as well as the intent, application, and compliance requirements of labor and regulatory laws.
• Develops programs to allow the organization to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.
• Develops human resource planning models to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the agency ‘s business
• Continually assesses the competitiveness of all programs and practices against the relevant comparable companies, industries and markets.
• Establishes credibility throughout the organization to be an effective listener and problem solver of people issues.
• Develops appropriate policies and programs for effective management of the people resources of the organization. Included in this area would be programs for employee relations, affirmative action, sexual harassment, employee complaints, external education and career development, among others.
• Enhances and/or develops, implements and enforces HR policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the organization. In particular, manages the human resource information systems database and provides necessary reports for critical analyses of the HR function and the people resources of the organization.
• Provides technical advice and knowledge to others within the human resource discipline.
• Manages the budget and other financial measures of the HR department.
• Evaluates the HR division structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as for providing individuals with professional and personal growth opportunities.
• Other duties as assigned

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MINIMUM TRAINING AND EXPERIENCE

Master’s degree and a minimum of ten years of progressive experience in a Human Resources leadership position in a union environment with oversight for payroll function, with five years at a supervisory level. SPHR or SHRM-SCP certification is strongly preferred. Generalist background with broad knowledge of employment law, compensation, talent acquisition, organizational planning and development, employee relations, payroll and labor relations required. Well-developed administrative skills.  Strong people and project management skills. Experience working with in a non-profit organization a plus. Strong computer and HRIS skills, knowledge of ADP Workforce Now highly desired. Extensive working knowledge/experience of federal and state employment laws and labor relations. Ability to professionally represent the agency and maintain communications with external groups on behalf of the agency including CHRO and NLRB.  Strong interpersonal, organizational, analytical, decision making and problem-solving skills. Ability to work effectively and cooperatively as a member of a team in a diverse environment.  Must be able to communicate effectively and constructively in writing and verbally with all levels of employees. Ability to maintain confidentiality of employment records and information.

ADA COMPLIANCE

Physical Ability: Tasks involve sedentary to light work, involving some reaching, handling, fingering and/or feeling of objects and materials.

Sensory Requirements: Some tasks require visual perception and discrimination. Some tasks require oral communications ability.

Environmental Factors: Tasks are regularly performed without exposure to adverse environmental conditions, such as dirt, dust, pollen, odors, wetness, humidity, rain, fumes, temperature and noise extremes, machinery, vibrations, electric currents, traffic hazards, animals/wildlife, toxic/poisonous agents, violence, disease, or pathogenic substances.

Master’s degree and a minimum of ten years of progressive experience in a Human Resources leadership position in a union environment with oversight for payroll function, with five years at a supervisory level. SPHR or SHRM-SCP certification is strongly preferred. Generalist background with broad knowledge of employment law, compensation, talent acquisition, organizational planning and development, employee relations, payroll and labor relations required. Well-developed administrative skills.  Strong people and project management skills. Experience working with in a non-profit organization a plus. Strong computer and HRIS skills, knowledge of ADP Workforce Now highly desired. Extensive working knowledge/experience of federal and state employment laws and labor relations. Ability to professionally represent the agency and maintain communications with external groups on behalf of the agency including CHRO and NLRB.  Strong interpersonal, organizational, analytical, decision making and problem-solving skills. Ability to work effectively and cooperatively as a member of a team in a diverse environment.  Must be able to communicate effectively and constructively in writing and verbally with all levels of employees. Ability to maintain confidentiality of employment records and information.