Trident United Way’s (TUW) Human Resources Director provides strategic and tactical leadership in the development and implementation of the organization’s human capital practices and policies. He/she understands her role helping the organization build its capacity to find, motivate and support talent in a high performance culture that emphasizes empowerment, collaboration, diversity, inclusiveness, teamwork and excellence. He/she will internalize the organization’s mission, vision and strategic objectives and will work across divisions and departments to build and manage a best in class human resource function. She/he will be a naturally curious, relationship-oriented, results-driven problem solver who embraces innovation, continuous quality improvement, and TUW’s goal to become an employer of choice known for its commitment to excellence, diversity and inclusion.
Areas of Responsibility:
Essential Function 1:
Human Resources Operations
- Stays abreast of best practices, employment legislation, industry trends, and human capital market conditions generally, and diversity and inclusion specifically, and infuses learning into human resource functions
- Develops, implements and continually strengthens human resource functions, including hiring procedures, personnel policies, benefits administration, etc., to advance short- and long-range goals
- Provides support, guidance, education, and as appropriate, direction to various levels of management on human resource-related matters
- Supervises, coaches and develops Human Resource Coordinator to support the department’s ability to support organizational goal accomplishment and growth
- In coordination with the COO, develops, implements, evaluates and improves organization’s goal setting and evaluation practices and procedures
- In coordination with key senior team members, develops, implements, evaluates, improves and communicates guidelines, procedures and handbook policies
- Serves as lead in disability, worker’s compensation, unemployment and other insurance claims, as well as in employment verification requests
- Stays abreast of and maintains federal and state regulatory compliance for all human resource matters and legislation, and advises key senior team members as to relevant business impacts and risk
- Manages departmental expenses to budget
Essential Function 2:
Employee Lifecycle Management
- Develops, implements and continually strengthens best practice and inclusive recruitment, orientation and onboarding processes to source highly diverse and competent candidate pools and to retain a highly talented, engaged and committed team of employees
- Oversees all general new employee orientation and role-specific onboarding processes and supports development and maintenance of the Work United curriculum
- Develops, implements and analyzes new employee satisfaction and commitment surveys and recommends data-driven practice adjustments to senior team and management
- Facilitates development of and evaluates job descriptions to include position classification specifications in line with the approved compensation program
- Facilitates development and oversees execution of employee development and organizational training plan in coordination with the senior team and supervisors
Essential Function 3:
Compensation and Benefits Administration
- Oversees the administration and review of an attractive employee benefits and compensation program within budget parameters
- Manages and administers third-party human resource vendor contracts
Essential Function 4:
Human Resources Consultative Resource
- Serves as a consultative resource to all employees providing coaching, mediation, professional development recommendations or other appropriate support as necessary
- Serves as a consultative resource to supervisors regarding personnel matters (development, performance improvement, etc.) to support accomplishment of organizational goals while minimizing organizational risk
- Responds to and facilitates resolution to employee relations issues such as employee complaints, harassment allegations, and civil rights complaints
ADDITIONAL RESPONSIBILITIES
- Prepares human resource department key performance indicators as required
- Ensures maintenance of accurate, up-to-date employee personnel records and adheres to federal archival guidelines
- Oversees, prepares and submits required federal and state labor reports
- Consults with legal counsel as directed by COO or CEO
- Participates as a champion, project lead and/or member of organizational project teams as required
- Engages in personal ongoing professional development
Educational Background:
Education is flexible based on years’ experience in human resources.
Skills/Experience:
Education & Experience
The ideal candidate will come with one of the following backgrounds:
- Minimum of a Master’s degree with 5 or more years of progressively responsible human resource and, if relevant, business operations experience combined
- Minimum of a Bachelor’s degree with 7 or more years progressively responsible human resource and, if relevant, business operations experience combined
- Minimum of an Associate’s degree with 15 or more years of progressively responsible human resource and, if relevant, business operations experience combined
Other:
- Experience working in diverse environments with employees from different cultural, socio-economic and educational backgrounds required
- Experience with benefits administration, prior usage of an HRIS/HRMS systems and a minimum of 3 years of supervisory experience required
- Knowledge of FLSA, EEO/AAP and other regulations required
- Experience with social media and social networking as a recruitment tool preferred
- A PHR, HRBP, GPHR, SPHR, HRMP, SHRM-CP, SHRM-SCP or equivalent certification preferred
- Experience developing and implementing human resource programs designed to support organizational diversity and inclusion objectives preferred
- Nonprofit experience is valuable
Skills
- Demonstrated leadership ability, team management, and interpersonal skills
- Excellent analytical and abstract reasoning skills
- Ability to anticipate and recognize hurdles/obstacles and to broker collaborative problem-solving and issue resolution
- Ability to “flex” to the styles of teammates
- Excellent oral and written communication skills
- Strong computer skills including Microsoft Office (Excel, Word, PowerPoint, Outlook, etc.)
- Data-driven decision-making style
- Flexibility with change and ability to navigate ambiguity
- Intellectual curiosity and commitment to continuous learning and improvement
- Ability to work in a fast-paced performance management culture
- Ability to work in a cross-functional and cross-divisional work environment
- Strong project management skills
- Ability to apply broad knowledge of employment law, regulations human resource management principles and practices, benefits and compensation programs including health and 401(k) plans, organizational planning and development concepts
PHYSICAL DEMANDS OF JOB
- This job requires exerting up to 20 pounds of force frequently, and/or a negligible amount of force constantly to move objects
- Worker must frequently use typical office equipment (telephone, copier, printer, fax, etc.)
- Worker sits most of the time
- Worker communicates with constituents, clients, and/or partners by phone and in person
- Routinely required to walk and occasionally travel by car
Job Function:
Organization Info
Listing Stats
Post Date:
Jan 20 2018
Active Until:
Feb 20 2018
Hiring Organization:
United Way Worldwide
industry:
Nonprofit