HR Director

Classification: Human Resource Director

FLSA Status: Exempt

Definition

The Human Resources Director is directly responsible for the overall administration, coordination, and evaluation of the human resources function of the organization. This position will supervise and provide consultation to management on strategic staffing plans, compensation, benefits, training and development, compliance, and employee relations.

Supervision Received and Exercised

Performs work under minimal supervision. Oversees complex issues and problems; is the HR subject matter expert for the organization and possesses comprehensive knowledge of subject matter; would consult with higher-level staff on only the most complex issues; and knows how and where to obtain any necessary HR tools and resources. Collaborate with other functional experts across the organization to deliver HR solutions.

Works with minimal direction toward predetermined long-range goals for the HR department and organization. Act independently to determine methods and procedures on new or special assignments. Determines and pursues courses of action essential in obtaining desired results. Takes calculated risks based upon discretionary judgement level of the position.

Supervises the Human Resources Assistant.

ESSENTIAL FUNCTIONS:

COMPLIANCE:

1. Develop and maintain human resources systems that meet organizations’ personnel information needs.
2. Maintain knowledge of industry trends and employment legislation and ensure organization’s compliance.
3. Maintain responsibility for organization’s compliance with federal and state legislation pertaining to all personnel matters.
4. Consult with legal counsel as appropriate, or as directed by the ED/DD, on personnel matters.
5. Work directly with department supervisors to assist them in fulfilling their responsibilities on personnel matters.
6. Annually review and make recommendations to ED/DD for improvement of policies, procedures, and practices on personnel matters.
7. Communicate changes in personnel policies and procedures and ensure proper compliance is followed.
8. Ensure compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements.

Recruiting & Retention

1. Establish and collaborate on the standard recruiting and hiring practices and procedures necessary to recruit and hire top talent.
2. Represent the organization, in collaboration with the hiring manager, to prospective employees through the development of position/job descriptions, job postings and recruiting efforts.
3. Develop and maintain an onboarding process for new team members.
4. Develop thoughtful, integrated approaches to promote diversity and inclusion in talent attraction, development, and retention.

Benefits Administration

1. Collaborate with Broker through the annual renewal of insurance plans to analyze benefit plans for cost analysis and competitiveness. Analyze team members’ premium deductions and organization's contributions to insurance premiums on an annual basis.
2. Administer the plans on a daily basis by establishing when new employees are eligible to enroll and qualifying event opportunities; communicate changes to Broker or other external insurance partners; maintain the Paycom HRIS with changes and updates.
3. Administration of organization’s leave of absence policies. This includes educating managers and employees about the process, collaborating with managers and employees to complete required paperwork and coordination of benefits with HRIS.
4. This position will also administer other lines of benefits including Vacation/Personal/Sick leaves, funeral leave, FMLA, Workers Compensation, COBRA, ACA, ERISA and will collaborate with external partners as needed.

Employee Relations

1. Formulate and recommend Human Resources policies and objectives for the organization regarding employee relations.
2. Partner with management to communicate Human Resources policies, procedures, programs, and laws.
3. Reviews employee complaints and grievances through the complaint procedure.
4. Conduct investigations when employee complaints or concerns are brought forth.
5. Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a prominent level of employee morale and motivation.

Training & Development

1. In collaboration with supervisors and department heads, recommend, evaluate, and participate in staff development for the organization.
2. Find training opportunities when needed for individuals as well as organizational wide. Assist the organization with the selection and contracting of external training programs and consultants.
3. Maintain records of training and development opportunities provided to employees.
4. Investigate the feasibility of a learning management system (LMS) for the organization.
5. Manage all annual compliance training, licensure and certifications and ensure proper documentation of such events.

Compensation

1. Analyze, establish, and maintain a competitive compensation structure.
2. Assist executive management in the annual review, preparation and administration of organization’s wage and salary program.
3. Collaborate with supervisors to provide guidance on compensation levels for vacant and new positions.

Performance Management & Improvement Systems

1. Lead the implementation of the performance management system that includes performance development plans and employee development programs.
2. Monitor and advise managers and supervisors in the progressive discipline system of the organization.
3. Monitors the implementation of a performance improvement plan with non-performing employees.
4. Review and guide management recommendations for employment terminations.
5. Coach managers and supervisors on HR policies and processes, including talent planning, learning and development, and performance management to promote engagement and a culture of continuous growth and development.