Human Resources Director

Summary

The Director of Human Resources will oversee the implementation of all HR services, policies, and processes as well as assisting and advising company managers about Human Resources issues. Plans, directs, and implements policies and processes for all areas of the Human Resources function including staffing, compensation, benefits, performance review, training, employee relations, safety, and compliance. The Director of Human Resources will contribute business insight into the development of talent strategies and talent solutions, as well as provide HR expertise in influencing business strategies and day-to-day operations.

The Director of Human Resources must be able to provide quality Human Resource products and services that are responsive to and aligned with the business strategy. The Director will serve on the leadership circle team, administer and innovate Human Resources programs and policies to support company goals and positively engage the workforce.

This leader must also have the capability, desire, and flexibility to work with a diverse group of employees at all levels. They will advise leadership on all Human Resources issues with broad and current subject matter knowledge that includes expertise in federal and state employment laws.

The Director will prepare operating budgets for Human Resources and makes recommendations for funding that drives workforce productivity. They will create functional strategies and specific objectives for each HR initiative and develop budgets, policies, and procedures to support the functional infrastructure. The Director will maintain an HRIS or other system for all required processes and transactions that provide data and reporting on HR activity.

Responsibilities

Oversees the implementation of Human Resources services and processes to establish standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.

Leads the organization in all aspects of the performance review process including tool development, implementation, training, rollout, and project completion.  Identifies various training programs for professional and personal development, provides assistance with performance development plans.

Develops and monitors an annual budget that includes Human Resources services, employee recognition, employee swag, staffing expenses, and HR administration.

Manages Human Resources consultants and training specialists; coordinates company use of benefit insurance brokers, insurance carriers, pension administrators, and other outside sources.

Leads the organization in developing and executing employee training, engagement efforts, team-building initiatives, company gatherings. Engages in staff training regarding benefits, personal and/or professional development courses,

Participates in leadership circle and company staff meetings; attends other meetings related to employee discussions, succession planning, off-site meetings, culture, engagement efforts, etc.

Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.

Manages the development and maintenance of the HR Sections of the intranet, particularly recruiting, culture, and company information.

Implement, encourage, develop, and manage DEI efforts in all aspects of HR and organizational-wide processes.

Build, maintain, and evolve the culture of the organization.

Selection Criteria

10+ years of experience in Human Resources, plus 3-5 years in a managerial role.

Deep knowledge of HR policies, procedures, employment laws, employee relations, benefits, compensation, performance reviews, training and development, budgets, and overall departmental functions.

Aptitude for aligning staffing goals with organizational mission/vision.

Ability to advise senior staff regarding strategy, development of a superior workforce, competitive benefits packages, and developing an engaged culture.

Personal Characteristics

Must occasionally travel to offsite locations outside normal business hours, or if traveling during business hours, the mode of transportation is the fastest option available so as not to impede normal business operations.

Must be able to exchange and communicate accurate information in response to questions posed via email, on the phone, or in-person.

Must be able to move items weighing more than 30 pounds.

Must be able to operate and use a computer such that tasks are completed within reasonable timeframes, meeting deadlines and commitments.

Ability to adjust in a fast-paced environment.

Deep problem-solving and negotiation abilities.

Demonstrated ability to interact with the organization’s senior leadership and BOD.

Outstanding interpersonal and coaching skills; excellent oral and written communication skills.

This job description reflects essential functions of the position for The GroundTruth Project/Report for America/Report for the World. It does not restrict the tasks that may be assigned for this particular position. A shift in the roles and responsibilities of this specific position or in the strategic needs of the organization may result in this job description changing. All changes will be made in consultation with the employee to the furthest extent possible. FLSA Classification: Exempt.