HR DIRECTOR

Description

POSITION SUMMARY

The Human Resource Director is responsible all HR-related functions on a professional level. This position carries out responsibilities in the following functional areas: benefits administration, employee relations, training, performance management, safety, onboarding, policy implementation, recruitment/employment, affirmative action, succession planning, strategic planning, and employment law compliance. This position will oversee an administrative assistant, any HR interns, and be responsible for administration oversight of any temporary workers onsite.

Reasonable Accommodation Statement: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.

Essential Duties, Responsibilities And Expectations

• Administer HR plans and procedures for all personnel; develop and implement personnel policies and procedures with approval from the Administration; prepare, maintain, and effectively communicate staff handbook, personnel policies, and procedures.
• Establish credibility throughout the organization. Maintain effective working relationships with all staff. Focus on efforts to improve employee engagement, morale and appreciation.
• Exercise a great degree of discretion, along with flexibility and an attitude of cooperation.
• Advise Executives and Managerial staff on all HR-related matters. Make sound decisions based on conclusions for which there is little precedent.
• Provide support and direction to Supervisors and Managers in all areas related to HR and employee relations. Coach Managers on employee-related issues. Serve as a link between management and the staff by helping to resolve work-related problems.
• Participate in the development of the corporation's strategic plan, particularly from the perspective of the impact on people. Advise, consult and serve as a member of the administration in the development and execution of short-term and long-range organizational goals.
• Develop human resource planning models to identify competency, knowledge, and talent gaps and develop specific programs for filling those gaps. Areas of activity will include talent management through proper succession planning programs for key employees and management positions, training and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the organization.
• Establish credibility throughout the organization with management and the employees to be an effective listener and problem solver of people issues.
• Advise DECI leadership on DECI policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes
• Analyze and modify compensation and benefits, including Patient Escort Health & Welfare Benefits plan, in order to establish competitive programs while ensuring compliance with legal requirements
• Assist Managers, monitor, and update/improve the annual performance review process as necessary. Ultimate responsibility to ensure all staff are reviewed annually.
• Recommend and participate in staff development activities to support development and increase morale.
• Oversee and improve staff training and development programs at DECI.
• Consistent diligence related to new opportunities to improve the HR function at DECI.
• Administer DECI benefits appropriately and timely. Bring recommendations for benefits renewals to executives.
• Provide service/assistance to employees as needed. Facilitate employee relations in an efficient and effective manner. Appropriately share “need to know” information with Administration.
• Attend Managers’ meetings to provide HR input and updates.
• Recruit, interview, screen, and recommend candidates to fill vacant positions in a timely manner. Present candidates for hire to Executive for approval.
• Oversee new employee orientation and onboarding to foster positive attitude toward DECI goals. Create and implement effective onboarding plans and ensure all onboarding and orientation is properly documented.
• Review employment and working conditions to ensure legal compliance, recommend improvements needed.
• Perform challenging staffing duties, including dealing with understaffing, mitigating disputes, terminations, incident investigation, grievance/suggestion responses, and administering disciplinary procedures in coordination with Managers.
• Ensure maintenance of all records related to Human Resources according to policy and legal requirements.
• Recommend new approaches, policies and procedures to effect continual improvements in efficiency.
• Timely management of Worker’s Compensation from incident to case closure, ensuring all documentation is maintained and shared as needed.
• Ensure information is shared to staff in a timely and appropriate manner. Be certain staff without computer access or email are kept updated through regular communications and interaction with them.
• Oversee DECI’s safety program as co-chair of the DECI Safety Committee.
• Support Patient Escort Coordinator in HR functions on DECI’s Federal contract at the VA Medical Center.
• Ensure completion of HR required and or related reporting and surveys. Provide analysis of data for improvements. Analyze wage data to propose competitive compensation plan.
• Maintain contact and good relations with HR vendors, VA staff, DECI customer representatives, HR at other NC CRPs, as well as maintaining a network of HR colleagues and subject-matter experts.
• Maintain knowledge of and DECI compliance to all Federal, State, accreditation bodies and funding sources related to Human Resources. Identify legal requirements and government reporting regulations affecting human resources functions and ensure policies, procedures, and reporting comply.
• Represent organization at personnel-related hearings and investigations.
• Other duties as assigned.
  
  

Requirements

QUALIFICATIONS

• Proven experience in Human Resources. Knowledge of HR functions. Understanding of labor laws and disciplinary procedures.
• Exceptional computer skills required. Prefer knowledge of MS Office (Word, Excel and Access).
• Understanding of strict confidentiality of information. Strong ethics and responsibility.
• Ability to understand and follow verbal and written instructions independently, plan and organize work.
• Superior oral and written communication skills and ability to relate to all types of people and levels in the organization. Proper use of business communication skills, business writing skills, grammar and proofreading.
• Detail-oriented, logical and methodological approach to problem solving. Ability to define problems, collect data, establish facts and draw valid conclusions.
• Excellent organizational skills. Exhibit initiative and responsibility to deadlines and other job demands. Exhibit flexibility in work and thought.
• Ability to assist with disabled clients in emergency.
• A bachelor’s degree with five years of human resource experience, or a master’s degree in human resource management and two years’ experience in the HR field, or seven years of experience in the HR field, or any similar combination of education and experience. PHR certification considered a plus.
  
  

Skills & Abilities

Computer Skills: Microsoft Office (Word, Excel, Access and PowerPoint). Paylocity experience a plus.

Other Requirements: U.S. Citizen or U.S. work qualification

Physical Requirements

Physical Demands

• Stand: O
• Sit: C
• Reach Out: O
• Climb: N
• Squat/Kneel: N
• Walk: O
• Handle: N
• Reach Above: N
• Crawl: N
• Bend: N
  
  

Lift/Carry

• 10 lbs or less: O
• 11-20 lbs: N
• 21-50 lbs: N
• 51-100 lbs: N
• Over 100 lbs: N
  
  

Push/Pull

• 10 lbs or less: O
• 11-20 lbs: N
• 21-50 lbs: N
• 51-100 lbs: N
• Over 100 lbs: N
  
  

Frequency Key: C = Constantly: More than 66% of the time, F = Frequently: 33-66% of the time, O = Occasionally: up to 33% of the time, N = N/A: Not applicable/Not likely

Other Physical Requirements: N/A

TRAVEL REQUIREMENT Occasional business-related travel required.

WORK ENVIRONMENT Office setting in a warehouse.

This job description is intended to describe the essential job functions, the general supplemental functions and the essential requirements for the performance of this job. It is not an exhaustive list of all duties, responsibilities and requirements of a person so classified. Other functions may be assigned and management retains the right to add or change the duties at any time.