Human Resources Director Under direction of the Executive Director this position oversees human resources projects and programs related to employment, classification, compensation, benefits, performance appraisal, development of agency workforce plan that addresses required trainings and identifies training needed to foster quality services identified by staff and agency needs, develop, and implement standards for employee relations, labor relations, EEO compliance and personnel policies and procedures. Coaches and counsels department managers and supervisors regarding personnel policies/ procedures. Negotiates, develops, and/or interprets labor contracts, human resources policies/procedures and the Employee Handbook. Negotiates benefits plans and rate increases with insurance providers. Assesses of employee turnover and means for improving management and employee capabilities in delivering program services. The Executive Director provides general direction and supervision. This position exercises supervision over the Human Resource Specialists. A. Recruitment/Employment/Payroll • Discusses staffing needs with the Executive Director and Director of Finance and Business Operations to ensure that program goals and objectives are incorporated into the Human Resources policies and Procedures, and that the policies andprocedures are compliant with Federal, State, and local laws. • Interact with managers to determine recruitment needs. • Develops and distributes job postings to announce vacancies. • Review employment requisitions and match employment applications to required education and training, job skills, experience, and compensation needs. • Ensure consideration to current and former program parents for employment vacancies for which parents are qualified and apply. • Schedules interviews for qualified applicants in coordination with management staff, Policy Committee and (if needed) Board of Directors. • Conducts reference checks on top candidates. • Coordinates candidate correspondence including distribution and completion of pre-employmentdocuments, including background check. • Notification to candidates of unsuccessful application or interview. • Responsible for offers of employment. • Coordinates the on-boarding process of new hires beginning with obtaining appropriate approval, acceptance of the offer, new hire packets, submission of required documents, and new employee orientation. • Generates new employee data for payroll input; prepares documentation and coordinates with the payroll departmentregarding payroll status, changes such as promotions, transfers, demotions, leave of absence, terminations, and resignations. • Monitors an employee database that reflects status of required degrees, permits and/or licenses. • Must ensure that all staff, consultants, contractors, and volunteers abide by the program's Standards of Conduct. B.
Benefits: Administration
- Plans and directs implementation and administration of benefits programs designed to insure employees against loss ofincome due to illness, injury, layoff, or retirement.
- Directs preparation and distribution of written information to employees regarding benefits programs such as insuranceplans, pension plans, paid time off, and special employer sponsored activities.
- Analyzes existing benefits policies of organization, and prevailing practices against similar organizations to establishcompetitive benefits programs.
- Evaluates services, coverage, and options available through insurance and investment companies to determine programs thatbest meet the needs of the organization.
- Proposes modification of existing benefits programs when needed; recommends benefit plans changes to management andmaintains accurate and complete paperwork for processing of insurance claims.
- Administers, coordinates, and maintains tracking system for leave of absences; processes all SDI, unemployment and other FMLA benefits claims. C. Training
- Is the lead developer, in collaboration with Assistant Directors and department leaders, of the agency Workforce Plan for theyearly funding application.
- Ensure the implementation of agency-wide training is inclusive of the Human Resources Policies and Procedures as well as the Employee Handbook.
- Provides guidance to supervisors and employees on employment policies and procedures, agency, federal, state, and locallabor laws as well as the grantee GIM requirements.
- Provides orientation training for all new employees.
- Provides yearly overview of the agency Code of Conduct for all agency staff, parents, consultants, and contractors.
- Provides educational and career counseling and guidance for advancement. D. Record-Keeping
- Monitors personnel files to ensure compliance with federal, state, local and Grantee requirements, safeguards confidentialityof records.
- Maintains tracking system for teaching permits and required licenses, physical examination clearances, and T.B. and otherimmunization clearances as required by Title 5 and Title 22.
- Develops, reviews, maintains job descriptions for all positions conferring with the Executive Director before implementation ofany changes/deletions or additions.
- Conducts ongoing monitoring activities of human resources management practices to ensure the program remains incompliance with state, federal, local regulations, including Head Start Performance Standards and Grantee requirements.
- Monitors the integrity and accuracy of employee database.
- Prepares a variety of reports, flyers, announcements, notices, and other professional documents.
- Processes and completes employment verification and reference checks inquiries. E. Employee Relations
- Provides guidance and serves as the initial contact for general employee relations issues generated by managers.
- Assists management in identifying, analyzing, and resolving human resources challenges.
- Provides guidance to the Executive Director on sensitive HR issues.
- Represents organization at personnel related meetings, hearings, and investigations.
- May represent organization in union negotiations. F. Management
- Establishes, develops, and formulates policies and procedures that comply with agency, federal, state, local law, and Grantee Human Resources GIM guidelines.
- Establishes and administers the performance evaluation program for the agency.
- Analyzes wage and salary reports and personnel forecast to project employment needs to determine competitive compensation plan and personnel budget allocations.in collaboration with the Assistant Director of Finance and Business Operations and uses the analysis to make recommendations to the Executive Director.
- Completes and delivers written performance evaluations for assigned Human Resources positions annual performanceappraisals and professional development plans.
- Writes directives that have been approved by the Executive Director advising department supervisors of company policies andpractices.
- Provides consultative services and support to departments in the area of organizational development and efficiency.
- Attends assigned meetings and workshops.
- Performs other duties as assigned by the Executive Director.
JOB REQUIREMENTS: Knowledge of:
Must demonstrate knowledge of personnel practices and theories of human resource management. Must have comprehensive knowledge of FSLA, FMLA/CFRA, PDL, ADA EEO, DOL regulations and other federal and state regulations related to employment law. Must display understanding and respect for individual differences and cultural diversity. Must have thorough knowledge of business operations and strategic HR planning, Human Resources Information System applications and various software applications such as Microsoft Office Suite. Ability to: Must display outstanding analytical skills, including the ability to develop systems that effectively implement, evaluate, and track key HR tasks; excellent conflict resolution skills. Must exhibit excellent oral and written communication skills, including the ability to answer questions and convey information to staff and management; effective time management skills, including ability to prioritize workload to meet deadlines clearly and concisely. Must have strong interpersonal skills such as ability to educate, and interact with all organizational levels, including the Board of Directors, Policy Committee, community agencies and business partners.
MINIMUM QUALIFICATIONS
Education:
Baccalaureate degree with a major in the field of Human Resources, Organizational Development, Business Managements, or related field is preferred. Master's degree in human resources and/or certification as a Human Resources Professional is highly desirable.
Experience:
Minimum of seven (7) years of progressive more responsible experience in human resources management; two (2) years of supervisory experience within a large company of no less than two hundred employees. HEALTH REQUIREMENTS
- Successful completion of an initial health examination, performed by or under the supervision of a physician, to determine, ata minimum, of the prospective employee can perform requirements of the job description physical requirements.
- Proof of the absence of Tuberculosis,
