21 days old

Director of Human Resources

Corporate Strategies Search
Seattle, Washington 98004
  • Job Type
    Employee
  • Job Status
    Full Time

The Human Resources Director owns the development and delivery of Human Resource processes and services in the areas of leadership, employee and organizational development, employee relations, benefits, compensation, policy development and legal compliance.

 

Other responsibilities will include:

 

  • As a member of the Executive Team (ET): 
    • o   Functions as a business advisor to the executives and to the ET regarding key organizational and management issues. 
    • o   Acts as a consultant/coach to the ET, works to build ET understanding of the ET role in the company and develop competencies and teamwork within the ET function
    • o   Facilitates the Annual Strategic planning process
    • Supports management and employees by providing human resources advice
    • Acts as a subject matter expert for organizational design and work systems 
    • Is a co-champion (with the ET) and subject matter expert in growing a supportive and engaged culture.
    • Communicates, advocates and lives the Company values
    • Leads the HR Team in accordance with Hermanson business plans
      • o   Develops and implements HR plans and strategies that effectively support the Company’s purpose, values, goals and objectives 
      • o   Supervises HR staff 
      • o   Prepares and manages HR budget 
      • o    (have that covered above) Identifies and implements improved HR processes 
      • Provides overall leadership and guidance in the Company’s talent acquisition, career development, succession planning, and retention efforts, which permit the development and performance of all employees.
        • o   Participates as a full member of Hermy U, the company development organization – providing curriculum guidance and organization support
        • o   Oversees the recruiting and hiring process at Hermanson, assuring:
          • §  High quality candidate sourcing, developing a large pool of qualified, diverse candidates 
          • §  Employment tools, processes and workflow are user friendly, effective, responsive, streamlined and liability free
          • §  Hiring Manager proficiency in the use of employment tools and practices
          • Works with executive management to establish a sound plan of leadership and management continuity that corresponds to the strategy and objectives of the company
            • o   Leads the Continuity Planning process for the ET
            • o   Assures high quality 1:1’s are being held for all non-union employees
            • o   Maintains up-to-date job descriptions and competencies for each position
            • Consults with the ET, vendors and other experts and information sources to design and deliver cost effective, compliant and well-conceived benefits and compensation plans that meet employee needs and act as an incentive in hiring and retaining employees
            • Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines:
              • o   In conjunction with the ET, writes, updates or approves pertinent employee policies 
              • o   Assures dissemination of company policies to all impacted employees on a timely, comprehensive and documented basis
              • o   Assures company is in compliance with all applicable employment regulations
              • Oversees the timeliness, quality and compliance of the company’s Affirmative Action Plans and the achievement of related goals and objectives
              • Is responsible for assuring that all necessary employee data is collected, stored and available in readily usable and efficient systems
              • Acts as a coach to all levels of employees, with special emphasis on the President and ET
              • Acts as a facilitator, mediator and guide in the proper handling of employee issues, performance problems, complaints, terminations and legal actions
              • Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
              • Other duties as assigned or necessary

Accountabilities & KPIs

  • Turnover
  • Benefit costs
  • Time to hire
  • 1:1 quality and quantity (per surveys)
  • HR Budget
  • Talent succession candidates
  • Affirmative Action and EEO stats 
  • I9 compliance

 

Key Meetings to Attend

  • 1:1’s
  • ET meetings
  • CSG meetings
  • Resource Review

 

Requirements

MUSTS:

 

  1. 1.    A minimum of at least 10 years of experience in an HR management role, and at least 5 of those years at the HR Manager, Director or VP level.

 

  1. 2.    Experience and comfort with effectively managing group dynamics and decision-making processes, and with facilitating consensus from diverse and sometimes opposing viewpoints.

 

  1. 3.    Exceptionally strong interpersonal and communications skills to include: strong oral and written skills, presentation skills, the ability to listen actively and the ability to communicate effectively to a wide variety of internal and external customers.

 

      4 . Demonstrable success at, and an interest in, coaching and          

           mentoring executive leaders, direct reports and managers in     

           the areas of performance appraisal and improvement conflict 

           resolution, constructive communications, succession 

           planning and training and development; 

 

 

  1. 5.    Significant business acumen and an interest in business, to include experience with reading and understanding P&L statements.

 

  1. 6.    Familiarity with and experience practicing Organizational Development principles and practices.

 

  1. 7.    Highly experienced in crafting and working in high performance cultures; employing practices and tools that enhance employee engagement, improve individual and group performance and encourage people to perform at their best.

 

  1. 8.    Well-versed in the requirements and applications of employment regulations such as EEO & AAP, immigration law, benefits and compensation laws (FSLA, FMLA, ERISA, etc.), labor law and safety regulations.

 

  1. 9.    Extensive experience with compensation design and execution, including setting up classifications, designing incentive plans, calculating costs of compensation practices and changes etc.

 

  1. 10. Has participated as a key user or leader in the set-up an Enterprise system or HRIS; and is well-versed in HRIS operations. Preference for someone with experience implementing new HR information systems.

 

  1. 11. Strong MS Office skills, including Word, Excel, PowerPoint and email.

 

  1. 12. A 4-year college degree or related experience, with a focus on Organizational Development, HR, Business or relevant experience.

 

PREFERRED:

 

  1. 1.    Experience with litigation, arbitration, conflict resolution, mediation and related employment laws.

 

  1. 2.    An MBA or related graduate degree.

 

  1. 3.    SPHR or SHRM SCP certification.

 

  1. 4.    Previous experience in a heavy industrial sector such as manufacturing, engineering or construction is preferable. Familiarity with Specialty Contracting such as mechanical, electrical, or civil construction can be a plus.

 

 

Categories

Posted: 2019-08-27 Expires: 2019-09-26

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Director of Human Resources

Corporate Strategies Search
Seattle, Washington 98004

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