Human Resource Director

Description

 SUMMARY: Develops policy and directs and coordinates human resources activities, such as employment, compensation, labor relations, benefits, training, and employee services, ensures legal compliance and implementation of the organization’s mission by performing the following duties personally or through subordinate supervisors.  

Requirements

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned. 

1. Develops and maintains a human resource system that meets management information needs. 
2. Collaborates with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention. 
3. Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs. 
4. Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and certifications. 
5. Conducts or acquires background checks and employee eligibility verifications. 
6. Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. 
7. Handles employment related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff. 
8. Attends and participates in employee disciplinary meetings, termination, and investigations. 
9. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance with. 
10. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. 
11. Studies legislation and arbitration decisions to assess industry trends and changes in workers' compensation or labor laws. 
12. Consults with legal counsel as needed to ensure that agency policies comply with federal and state law. 
13. Writes and delivers presentations to Board of Directors and management regarding human resources policies and practices. 
14. Directs recruitment for applicants to fill vacant positions and referral to person placing job order. 
15. Directs preparation and distribution of written and verbal information to inform employees of job duties, Community Care Licensing requirements, compensation, benefits, agency policies, promotional opportunities, and other related information. 
16. Evaluates selection and placement techniques by conducting research or follow-up activities and conferring with management and supervisory personnel. 
17. Consults with program directors to plan new employee orientation to foster positive attitude toward agency goals. 
18. Coordinates ongoing staff development activities. 
19. Represents organization at personnel related hearings and investigations. 
20. Directs performance of clerical functions, such as updating records and processing insurance enrollment. 
21. Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.  
22. Creates learning and development programs and initiatives that provide internal development opportunities for employees. 
23. Performs other duties as assigned. 

SUPERVISORY RESPONSIBILITIES: 

Positions Supervised: None. 

BENEFITS: Non-Exempt employees are on an Introductory Training Period for six months; however, they are eligible to enroll in health insurance within 90 days of employment and can take accrued vacation after six months of employment. Sick leave and paid holidays are in accordance with personnel policies. 

QUALIFICATION REQUIREMENTS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 

EDUCATION and/or EXPERIENCE: 

Bachelor's degree (B. A.) from four-year college or university with major course work in business, public or personnel administration; or five years human resource related experience and/or training including a minimum of one year of supervision; or equivalent combination of education and experience. SHRM-CP or SHRM-SCP highly desired. 

LANGUAGE SKILLS: 

Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, consumers, the general public and/or board of directors. 

MATHEMATICAL SKILLS: 

Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume. Ability to apply concepts of basic algebra and geometry. 

REASONING ABILITY: 

Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables. 

CERTIFICATES, LICENSES, REGISTRATIONS: 

Certification of TB clearance, physical exam and fingerprint clearance. California Driver's License and/or reliable transportation required. 

OTHER SKILLS and ABILITIES: 

Knowledge of principles, practices and techniques of personnel administration including recruitment and selection, affirmative action, classification, compensation and benefits administration, and employee development; employee supervision; applicable federal, state and local laws and regulations; and principles and practices of labor relations; computer data base management and word processing. Must have the ability to work independently and effectively represent the agency in the community. 

All employees must possess the ability to work with a cheerful and caring attitude toward their co-workers, consumers and the community. 

PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 

While performing the duties of this job, the employee is frequently required to stand, walk, sit, and talk or hear. The employee is regularly required to use hands to finger, handle, or feel objects, tools, or controls; reach with hands and arms. The employee is occasionally required to climb or balance and stoop, kneel, crouch, or crawl. 

The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, peripheral vision, depth perception, and the ability to adjust focus. 

WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 

The noise level in the work environment is usually moderate. 

 * * * * * * * * * * * * * * * * * * * *  

 This job description is intended to provide an overview of the requirements of the position. As such, it is not necessarily all inclusive, and the job may require other essential and/or non-essential functions, tasks, duties or responsibilities not listed herein. HCAR reserves the sole right to add, modify, or exclude an essential or non-essential requirement at any time with or without notice. Nothing in this job description, nor by the completion of any requirement of the job by the employee, is intended to create a contract of employment of any type. Employment is "at-will" and may be terminated at any time by the employee or employer with or without cause or notice. I have read and understand this job description and have received a copy.