Director of Human Resources
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Job Summary:
Executive level responsibility to align all human resources functions with the mission of the organization from a business and HR perspective. Creates strategies, programs and projects that maintain and advance the people capabilities of all service lines. Leads teams responsible for the execution of talent management (recruitment, training, development, employee relations), total rewards (compensation, benefits, retirement plans), and employee and candidate brand management. Ensures company maintains compliance with all regulatory HR related people programs (equal employment opportunity, unemployment and worker’s compensation, ERISA, FMLA, ADA, Title VII, FLSA, NLRA, DHS, etc.) Interacts with other executive team members and the Board of Directors to establish broad principles that support the people management philosophy of the organization. Ensures programs are measured to validate results in line with a balanced scorecard approach.
Education:
B.S or B.A degree in a field related to business and human resources Graduate level education equivalent to an M.B.A. highly preferred.
Experience:
15+ years of professional experience in the field of human resources with experience in the essential disciplines of the function (staffing, compensation, benefits, employee relations, compliance, HRIS.) Minimum of 5 years managing direct reports in a lead role for the function.
Certifications:
Strong preference for certifications related to the HR field such as SPHR, SHRM SP, CEBS, CCP, CBP, etc.
Must be able to demonstrate the ability to create and lead the delivery a portfolio of strategies that align the mission, vision and values of the organization to key internal and external stakeholders in a way that enhances brand value for all HR people related programs.
Vocational Competenciesas the Director of Human Resources require the ability to integrate all HR related disciplines into a unified people management plan driven by the business needs of the organization. Must be able to demonstrate a working knowledge of each HR discipline to effectively provide guidance to team members in the administration, analysis, planning and strategies associated with compensation, health and welfare benefits, retirement plan management, recruitment, retention, employee relations and engagement, branding, training and personal development, regulatory compliance, human resources information systems, HR metrics, and general talent management. Capable of creating tactical and strategic plans that make line of site possible for HR at the executive and employee level. Ability to assess current and desired state of workforce capabilities and leverages key stakeholders to advance the people capabilities across all service lines. Must be able to demonstrate a consultative approach that engages key internal (Board Members, Executives, Directors) and external stakeholders (Colleges, Regulatory Bodies, Community Leaders) to ensure people solutions reflect the need of the business, adhere to best practices, and maintain compliance with regulations. Capable of framing solutions to employee issues considering all appropriate employee related laws including but not necessarily limited to the Fair Labor Standards Act, National Labor Relations Act, Title VII, Employee Retirement Income Security Act, Family Medical Leave Act, Americans with Disabilities Act, Affordable Care Act, etc. Recognizes the limits of organizational capabilities dealing with people related legal issues and engages outside counsel as necessary. Maintains currency in the HR field by reading, attending seminars, contributing to the profession through speaking engagements and panel presentations, Board memberships, etc. Demonstrates the ability to be business and socially aware to ensure external variables are properly followed to prepare the organization to adapt to social issues and people trends. Displays a level of literacy across all support disciplines (Finance, IT, Marketing, Legal) that permits appropriate conversations about the organization’s affairs. Able to demonstrate how programs support each other to provide synergistic solutions to people management.
Behavioral Competenciesto be emphasized include Communication (1:1, Small Groups and Multiple Audiences, Complex Messages), Leadership (Self-Management, Recognition in a Group, Recognition Across Groups and Sense of Purpose and Direction), Relationship Building (Approachability & Boundaries, Roles & Expectations, Individual & Group Trust and Merging Diverse Interests), Teamwork (Knowing Your Own Role, Activating Relationships, Working Across Groups and Leading Multi-Functional Teams) and Personal Development (Learns a Job, Stays Relevant, Driven to Improve and Capable of Reinvention). Emphasis is on the ability to demonstrate depth and breadth in capabilities within a personal developmental capacity to maintain performance at high standards for the current role. Acts as a leader and manager within the executive team while being seen as an extension of the mission.
Process Competenciesfocus on Resource Management (Immediate People, Layered People, and People and Financial Responsibilities across Groups), Task Execution (Immediate Job Knowledge, Related Work Flows, Complex Processes, and Change to Create Competitive Advantage), Value Management (Basic Company Knowledge, Knows Job Metrics, Adaptive Use of Numbers, and Portfolio Alignment), Business Planning (Immediate Line of Site, Tactical Planning, Long Term Plan Alignment, and Vision Based Strategies), Client Relationship Management (Immediate Co-Workers & Clients, Primary External Customers, Decision Maker Influence, and Decision Maker Access) and Project Management (Task Execution, Limited Risk and Medium Risk). Emphasis is to maintain enough breadth and depth of competencies for all of the required process tasks associated with Human Resources at the executive level. Directs immediate staff to accomplish performance objectives, influences stakeholders for assigned programs and collaborates with the Executive Team and Board to formulate sustainable business models for the long-term benefit of the organization and its mission.
Job Tasks And Responsibilities
Pay: $120,000.00 per year
Benefits:
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Executive level responsibility to align all human resources functions with the mission of the organization from a business and HR perspective. Creates strategies, programs and projects that maintain and advance the people capabilities of all service lines. Leads teams responsible for the execution of talent management (recruitment, training, development, employee relations), total rewards (compensation, benefits, retirement plans), and employee and candidate brand management. Ensures company maintains compliance with all regulatory HR related people programs (equal employment opportunity, unemployment and worker’s compensation, ERISA, FMLA, ADA, Title VII, FLSA, NLRA, DHS, etc.) Interacts with other executive team members and the Board of Directors to establish broad principles that support the people management philosophy of the organization. Ensures programs are measured to validate results in line with a balanced scorecard approach.
Education:
B.S or B.A degree in a field related to business and human resources Graduate level education equivalent to an M.B.A. highly preferred.
Experience:
15+ years of professional experience in the field of human resources with experience in the essential disciplines of the function (staffing, compensation, benefits, employee relations, compliance, HRIS.) Minimum of 5 years managing direct reports in a lead role for the function.
Certifications:
Strong preference for certifications related to the HR field such as SPHR, SHRM SP, CEBS, CCP, CBP, etc.
- Act 33/34 and FBI Clearances
- Proof of Auto Insurance
- Pass Physical Examination Upon Job Offer
Must be able to demonstrate the ability to create and lead the delivery a portfolio of strategies that align the mission, vision and values of the organization to key internal and external stakeholders in a way that enhances brand value for all HR people related programs.
Vocational Competenciesas the Director of Human Resources require the ability to integrate all HR related disciplines into a unified people management plan driven by the business needs of the organization. Must be able to demonstrate a working knowledge of each HR discipline to effectively provide guidance to team members in the administration, analysis, planning and strategies associated with compensation, health and welfare benefits, retirement plan management, recruitment, retention, employee relations and engagement, branding, training and personal development, regulatory compliance, human resources information systems, HR metrics, and general talent management. Capable of creating tactical and strategic plans that make line of site possible for HR at the executive and employee level. Ability to assess current and desired state of workforce capabilities and leverages key stakeholders to advance the people capabilities across all service lines. Must be able to demonstrate a consultative approach that engages key internal (Board Members, Executives, Directors) and external stakeholders (Colleges, Regulatory Bodies, Community Leaders) to ensure people solutions reflect the need of the business, adhere to best practices, and maintain compliance with regulations. Capable of framing solutions to employee issues considering all appropriate employee related laws including but not necessarily limited to the Fair Labor Standards Act, National Labor Relations Act, Title VII, Employee Retirement Income Security Act, Family Medical Leave Act, Americans with Disabilities Act, Affordable Care Act, etc. Recognizes the limits of organizational capabilities dealing with people related legal issues and engages outside counsel as necessary. Maintains currency in the HR field by reading, attending seminars, contributing to the profession through speaking engagements and panel presentations, Board memberships, etc. Demonstrates the ability to be business and socially aware to ensure external variables are properly followed to prepare the organization to adapt to social issues and people trends. Displays a level of literacy across all support disciplines (Finance, IT, Marketing, Legal) that permits appropriate conversations about the organization’s affairs. Able to demonstrate how programs support each other to provide synergistic solutions to people management.
Behavioral Competenciesto be emphasized include Communication (1:1, Small Groups and Multiple Audiences, Complex Messages), Leadership (Self-Management, Recognition in a Group, Recognition Across Groups and Sense of Purpose and Direction), Relationship Building (Approachability & Boundaries, Roles & Expectations, Individual & Group Trust and Merging Diverse Interests), Teamwork (Knowing Your Own Role, Activating Relationships, Working Across Groups and Leading Multi-Functional Teams) and Personal Development (Learns a Job, Stays Relevant, Driven to Improve and Capable of Reinvention). Emphasis is on the ability to demonstrate depth and breadth in capabilities within a personal developmental capacity to maintain performance at high standards for the current role. Acts as a leader and manager within the executive team while being seen as an extension of the mission.
Process Competenciesfocus on Resource Management (Immediate People, Layered People, and People and Financial Responsibilities across Groups), Task Execution (Immediate Job Knowledge, Related Work Flows, Complex Processes, and Change to Create Competitive Advantage), Value Management (Basic Company Knowledge, Knows Job Metrics, Adaptive Use of Numbers, and Portfolio Alignment), Business Planning (Immediate Line of Site, Tactical Planning, Long Term Plan Alignment, and Vision Based Strategies), Client Relationship Management (Immediate Co-Workers & Clients, Primary External Customers, Decision Maker Influence, and Decision Maker Access) and Project Management (Task Execution, Limited Risk and Medium Risk). Emphasis is to maintain enough breadth and depth of competencies for all of the required process tasks associated with Human Resources at the executive level. Directs immediate staff to accomplish performance objectives, influences stakeholders for assigned programs and collaborates with the Executive Team and Board to formulate sustainable business models for the long-term benefit of the organization and its mission.
Job Tasks And Responsibilities
- Consults with key internal stakeholders and develops tactical and strategic HR plans aligned with business objectives
- Analyzes the demand for and supply of talent for each service line and geography. Directs activities that establish people supply chains
- Participates in executive level meetings and takes action on appropriate issues. Interacts with Board members on people driven strategies
- Leads a core team of professionals responsible for executing HR programs in all areas such as compensation, recruitment, retirement, health and welfare plans, etc
- Assigns and clarifies team member responsibilities, assesses team member performance, prepares department budget, and applies company policies
- Establishes approaches for educating key stakeholders about company HR needs including board members, customers, the community, government officials, etc
- Regularly reviews company HR metrics and projects to maintain awareness of issues that impact how the organization attracts, develops, and retains employees
- Serves as a key spokesperson for the organization on HR matters and stays current with HR related social and business trends
- Performs role of internal consultant on certain sensitive HR matters that require the application employee relations principles
- Serves as an active member or chair of various committees involving Retirement Plan Management, Compensation, Retention, People Brand Management, etc
- Leads the creation and modeling of various research studies that advance the personnel capabilities of the organization
- Champions career path planning and behaviorally based approaches to competency development for all levels of the organization
- Guides project teams to improve HR related business processes and the installation and use of software applications to increase people efficiencies
Pay: $120,000.00 per year
Benefits:
- 401(k)
- 401(k) matching
- Dental insurance
- Health insurance
- Life insurance
- Paid time off
- Vision insurance
- Monday to Friday
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