Human Resources Director

Develops Human Resources policies and programs for the entire company. Areas of responsibility include organizational planning, employment, employee relations, compensation, benefits, safety and health, and employee services. Originates Human Resources practices and objectives that will provide a balanced program throughout all divisions. Coordinates implementation through Human Resources staff. Assists and advises senior management on Human Resources issues.

ESSENTIAL FUNCTIONS:
Formulates and recommends Human Resources policies and objectives for the entire company.
Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale.
Identifies legal requirements and government reporting regulations affecting Human Resources function (e.g., OSHA, EEO, VETS 100, Affirmative Action, ERISA, Wage & Hour). Monitors exposure of the company. Directs the preparation of information requested or required for compliance. Approves all information submitted. Acts as primary contact with legal counsel and outside government agencies.
Protects interests of employees and the company in accordance with company Human Resources policies and state and federal laws and regulations. Approves recommendations for terminations.
Directs a process of organizational planning that evaluates structure, job design, and manpower forecasting and coordinates activities throughout the company. Evaluates plans and changes to plans. Makes recommendations to senior management.
Directs a process of organizational development that primarily addresses succession planning throughout the company.
Establishes wage and salary structure, pay policies, performance appraisal programs, employee benefit programs and services, and company safety and health programs. Monitors for effectiveness and cost containments.
Establishes standard recruiting and placement practices and procedures. Interviews executive-level candidates.
Establishes in-house management training programs that address company needs across all functional areas (e.g., Performance Appraisal, Interviewing).
Defines all Human Resources programs, and authority/responsibility of Human Resources and line management within those programs. Provides necessary education and materials to line management and employees—workshops, manuals, employee handbooks, standardized reports.
Oversees implementation of programs through Human Resources staff. Monitors administration to standards. Identifies opportunities and resolves discrepancies.
Selects and coordinates use of Human Resources consultants, insurance brokers, insurance carriers, pension administrators, training specialists, legal counsel, and other outside sources.
Conducts a continuing study of all Human Resources policies, programs, and practices to keep top management informed of new developments.
Directs the preparation and maintenance of such reports as are necessary to carry out functions of department. Prepares periodic reports to top management, as necessary or requested.
Keeps senior management informed of significant problems that jeopardize the achievement of objectives, and those which are not being addressed adequately at the line management level.
REQUIREMENTS
REQUIRED EDUCATION, EXPERIENCE and SKILLS
Bachelor's degree or equivalent combinations of Human Resources experience and education.
Work experience requiring a specialization in organizational planning, compensation, and benefits.
Generalist background with broad knowledge of employment, compensation, organizational planning, employee relations, and training and development. Well-developed administrative skills. Strong management, negotiation and consultation skills.
From eight (8) to ten (10) years' experience gained through increasingly responsible management positions within Human Resources.
Comfortable in performing multifaceted projects in conjunction with day-to-day activities.
Strong interpersonal skills. Ability to get along with diverse personalities, tactful, mature and flexible.
Good reasoning abilities. Sound judgment.
Excellent communication skills.
Resourceful and well organized.
Participative management style with a strong advocacy of team concepts.
Ability to establish credibility and be decisive, but also have the ability to recognize and support the organization's preferences and priorities.
Results and people oriented. Having the ability to balance other business considerations. Service oriented, while remaining assertive and persuasive.