Human Resources Director

Make a bigger difference PURPOSE STATEMENT: The purpose of the Human Resources Division is to develop, implement and maintain policies and program services that ensure the successful recruitment, employment, retention and wellbeing of a diverse, well qualified workforce to support our program partners and employees. POSITION OVERVIEW: The HR Director contributes to the mission, vision, and values by directing members of the HR Team and department leaders to build organizational capabilities through recruitment, retention, performance management strategies, and Employee/Labor Relations. The primary function is to develop, maintain, and continuously improve through solid practiced HR activities and processes. KEY ESSENTIAL FUNCTIONS: Develop HR goals to help drive department objectives as outlined by Chief People Officer and Deputy Directors Serve as a business partner consults with, and influences functional leaders on business needs, while providing human resource expertise in organizational effectiveness, talent management, employee development, change management, coaching, performance management, and employee relations. Proactively manage employee relations across the organization while administering HR policies and practices; Build credibility and trust among employees; Act as front-line HR Partner, when needed, to resolve employee concerns and identify areas for improvement or additional support. Work directly with managers and employees to resolve complex employee relations issues and investigations. Drive complex change initiatives for management and key stakeholders on best practices in change management. Communicates changes and potential impact to wider group of constituents. Provide senior-level HR leadership to client business group, with high influence and involvement in shaping morale, culture, and office norms. Consult with all management levels and provide daily HR guidance. Coach executives and management on planning and communications related to change management initiatives and working through organizational design to drive role clarity at the individual and team level. While fostering a performance and results-oriented environment through effective coaching and implementation of performance management practices.[IG1] Educate, train, monitor, problem-solve, and ensure agency policy is understood and followed by all employees, managers, and executives Execute HR objectives while maintaining a deep understanding of the organization's strategic goals and objectives The position requires thought leadership to help the HR team attract, recruit, and retain the best talent in the field; Develop and oversee effective recruitment/retention strategies to meet the demands of a growing organization and ever changing marketplace Develop performance management practices that highlight the top talent in the organization, identifying internal candidates best suited for additional responsibility and career growth; Ensure seamless operational capacity of HR staff by developing performance plans monitoring and evaluating employee performance and providing correction action when necessary. Provide training and guidance to managers regarding the performance appraisal process. Maintain and make improvements upon human resources operational audit process to ensure compliance, standardization, and optimization of organization wide of human resources policies and practices. Ensure the Organization is compliant with all federal, state and local human resources laws; Develop and provide guidance to update HR practices, policies, and procedures when appropriate and/or necessary. Evaluate turnover, exit interviews and employee survey data and trends, and collaborate with business units to identify strategies and tactics to attract and retain talent. Participate in Committee work that will affect changes for various project agency-wide. Identify and drive more consistency and standardization in processes within and across business functions, across the different programs. CORE COMPETENCIES: Project Management Expertise Self-Awareness and Emotional Intelligence Superior Communication Skills Collaborative Relationship Building and Stakeholder Engagement Skills Strong Business Acumen Change Management Know-How DEIB lens when assessing business operations Organizations Development Methodologies Employee Engagement Expertise EDUCATION/TRAINING REQUIRED: Bachelor's degree and 7-10 years' experience in personnel administration as a human resources generalist preferred EXPERIENCE REQUIREED: The ideal candidate must be a bright, enthusiastic, and articulate individual who is serious about their work, but, can maintain a sense of humor. The ideal candidate will possess at least 7 to 10 years of experience working in high paced, demanding and effective HR departments. Candidate must be able to manage multiple competing tasks and maintain the confidentiality of sensitive information The heart of this position is the ability to foster a positive, productive and supportive working environment Candidate must have a minimum of 5 years' supervisory experience Outstanding interpersonal, writing and relationships building skills Knowledge of credentialing for roles that require COMPUTER SKILLS REQUIRED: Proficient in Microsoft Office Suite (Word, PowerPoint, Excel, etc.) HRIS/ATS System experience (Ceridian Dayforce preferred) VISUAL AND MANUAL DEXTERITY: The candidate should be able to read documents for analytical purposes such as computer information, software, computer graphic design programs, etc. Limited applications of manual dexterity and hand-eye coordination. WORK ENVIRONMENT / PHYSICAL EFFORT The work environment involves no physical risk or hazardous conditions. To perform the essential functions of this job, the candidate is routinely required to sit (75% of the time) and stand (25% of the time). Must visit programs and on-site locations occasionally as needed This position is hybrid eligible We respect diversity and accordingly are an equal opportunity employer that does not discriminate on the basis of race, color, creed, religion, national origin, alienage, citizenship status, age, disability, sex, gender, gender identity or expression (including transgender status), sexual orientation, marital status, partnership status, veteran status, genetic information, or any other status protected by applicable federal, state, or local law. This applies with respect to recruiting, hiring, placement, promotion, transfer, training, compensation, termination, assignments, benefits, employee activities, access to facilities and programs, and all other terms and condition of employment as well as general treatment during employment. We will endeavor to make a reasonable accommodation to the known physical or mental limitations of qualified employees with disabilities, without regard to any protected classifications, unless the accommodation would impose an undue hardship on the operation of our business. Any employees who need assistance to perform their job duties because of a physical or mental condition should contact human resources. Other details Job Family Agency Administration [600s] Job Function Directors Pay Type Salary Employment Indicator 8810 - Clerical Office Employees NOC Min Hiring Rate $110,000.00 Max Hiring Rate $120,000.00 Travel Required Yes Minimum Salary: 16 Maximum Salary: 110000.00 Salary Unit: Yearly

Created: 2024-10-30