Description

Reporting to the President, the Director of Human Resources will be responsible for human resource initiatives in supporting the company’s business plans, objectives, and strategic direction.  The Director of Human Resources will collaborate and provide support to the President and the leadership team.  This will include identifying, developing, and articulating human resource needs and programs with the leadership team and employees.  The Director of Human Resources has full responsibility for talent management and retention, talent acquisition, onboarding, organizational and performance management, compensation and benefits, employee and labor relations, and compliance according to local, state, and federal guidelines and other labor related regulating agencies.  The Director will manage a team of seven employees.   

The Director of Human Resources will coordinate with supervisors and other leaders and key team members to provide support around leadership and management practices, organizational development, as well as designing and implementing a variety of HR policies, processes, and disciplines, which are a key focus area for this role. The Director oversees the work of a small human resources staff and leads the execution of workforce planning and development. The Director of Human Resources must be able to transform all policies and best practices into executable plans and departmental procedures, as well as support the strategic direction of the organization.

SPECIFIC RESPONSIBILITIES

•  Oversee, build, and lead employee training and development activities, to include employee/leadership development plans, trainings, and leadership presentations.
•  Role model expected leadership behaviors and actions representing the highest level of standards and HR best practices.
•  Analyze reports, provide data, and assist leaders in determining employee performance and training needs, present at the executive level when needed.
•  Recommend and oversee changes in policies and procedures based on company needs. 
•  Oversee employee relations, to include coaching and corrective actions at all levels.
•  Create and execute recruitment and retention strategies.
•  Oversee and continually improve hiring, onboarding, and orientation processes.
•  Ensure employees follow all policies and procedures.
•  Research compensation standards set by industry and governing bodies to create salary structures that are fair, equitable, and competitive, along with oversight of compensation and related changes.
•  Oversee the management of employee benefits administration and changes, to include Open Enrollment, renewals and RFP and other bid opportunity.
•  Collaborate with Finance or other related departments regarding access controls and other proper checks and balances to prevent conflicts of interest and enforce general best practices.
•  Create interview schedules, promotion processes, stay interviews, and evaluation standards in accordance with HR methodologies and labor laws.
•  Supervise all HR activities, audits, communications, reports, requests, and documents created and received by the HR team.
•  Oversee exit interviews and procedures, to include tracking and analyzing termination trends.
•  Monitor and analyze standard HR and business metrics, as well as other data points that assist in informed decision-making processes and strategic analysis/recommendations.
•  Provide expertise and advisement to leadership around current and future employment market changes and projections.
•  Actively develop, maintain, and foster relationships with staffing agencies and other employment support partnerships (such as schools/universities/colleges, and community programs etc.).
•  Meet all required reporting and audit deadlines with timeliness and accuracy (EEOC/UIA/ACA/ Non-discrimination testing/FLSA Audits & Measurements/401k etc.).
•  Partner with company leaders to create and accomplish employee development and life cycle success factors.
•  Guide leaders in ongoing development opportunities to continually improve navigating and embracing a diverse workforce thru positive mentoring and coaching abilities, skills, and techniques.

Requirements

IDEAL QUALIFICATIONS

He/she should possess a minimum of ten years of relevant strategic human resources management experience within commercially driven manufacturing organizations.  Experience within the last several years ideally should be weighted in a management role as a human resources generalist within a business entity, partnering with the leadership team of a manufacturing business.  He/she will possess a combination of characteristics, including results-oriented, approachable, high level of integrity, decisive strategic thinker, effective and passionate leader, an inspiring attitude, action- and team-oriented, confident yet diplomatic, and strong time management and interpersonal skills. 

 SPECIFIC REQUIREMENTS

•  Possess a record of accomplishment and comprehensive human resources experience including an understanding of and hands-on exposure in talent management, talent retention, succession planning, employee relations, compensation and benefits plans, talent acquisition, training and development, performance management, and compliance.
•  Demonstrate experience as a human resources leader, building consensus around human resources strategies and tactics as it relates to overall talent management, employee development, and bottom-line profitability initiatives of an organization while driving and supporting business objectives and organizational goals.
•  Exemplify a solid track record and background in talent management and leadership development, as well as a proven ability to attract and retain outstanding talent and assemble and motivate high performance teams.
•  Validate credibility as a trusted advisor to senior management on business issues and strategies with the capacity to link human resources as a driver and influencer of performance.
•  Demonstrate good judgment and intellectual know-how about strategies, tactics, procedures, or products or services that will achieve desired results. This also entails anticipating future consequences and trends, and developing and implementing competitive and breakthrough strategies to achieve business results.
•  Possess outstanding critical reasoning skills thereby solving complex and difficult problems with effective solutions.
•  Thrive in roles of high visibility, pressure, continuous improvement, and complex decision-making. A strong sense of urgency is required, yet intensity should be balanced by a solid sense of integrity, teamwork, and a cooperative demeanor.
•  Willing to take risks and display passion toward achievement of goals, including demonstrating a solid business acumen, general management aptitude, and operational savvy.
•  Team-oriented and well-developed, people-driven management skills to operate effectively in a cross-functional business environment, while partnering with his/her own staff and the operational organization to improve performance.
•  Build and earn credibility and engender respect and confidence through personal influence, reliability, and ability to collaborate as a business partner. Serve as a proven problem-solver, who anticipates business issues. 
•  Possess human resources competency with SHRM certifications, such as GPHR or SPHR.
•  Display working knowledge of HRIS, ATS, and Payroll platforms (Paycom preferred), as well as MS Office especially Microsoft Excel.
•  Superior integrity and high ethics are essential. Candidates must be open, fair, and honest.
•  Solid interpersonal and communication skills in both written and verbal form are essential.
• Undergraduate degree with an emphasis in marketing, business administration, psychology, sociology, or related fields is expected.   
•  Compensation will be commensurate with experience and consist of base salary, bonus, and a full complement of employee benefits. Relocation assistance will be offered in conjunction with employment negotiations.