Temporary Director Of Human Resources Jobs (NOW HIRING)

TITLE: Temporary Director of Human Resources

ACCOUNTABILITY: CAO/CFO

SALARY: $65-70/hr.

MAIN FUNCTIONS:

Progress Foundation’s mission promotes rehabilitation and encourages the highest possible level of self-sufficiency for individuals who are considered severely disabled due to mental illness. Our employees across the Agency are critical to the achievement of this mission.

The Temp Director of Human Resources plays a critical role in facilitating the continued development of Progress Foundation’s employees. The Director is a strategic partner to and works at the direction of the Executive Director, with responsibility for formulating, recommending, and—with the concurrence and support of the Management team--implementing HR strategies, policies, and processes, supporting employee and labor relations. This role requires a unique blend of collaborative, strategic leadership and hands-on implementation.

Maintains and enhances the organization's human resources in San Francisco and the North Bay by planning, implementing, and evaluating employee, labor relations and human resources policies, programs, and practices under the direction of the Executive Director; and ensuring that the Organization complies with all Federal, State, and local laws and ordinances.

ESSENTIAL FUNCTIONS:

Under the direct supervision of the CAO/CFO, the Temp Director of Human Resources is responsible for overseeing the day-to-day operations of the Human Resource and has responsibility for the Organization’s employee and labor relations.

Human Resources Management:

· Create and maintain the Agency’s HR policies, and the Employee Handbook

· Comply with all organization policies and procedures, including the Code of Ethics.

· Maintain and enhance the organization's human resources by evaluating employee relations and human resources policies, programs, and practices; proactively offering recommendations to the Executive Director and the Management team; and, with organizational support, planning and implementing change.

· Manage the day-to-day operations of the human resources department including managing the Human Resources Information System (HRIS)

· Responsible for creating and updating job descriptions and job announcements that are in compliance with all applicable laws and approved by the Executive Director.

· Provide analysis, strategies, and recommendations with respect to the hiring, retention, and promotion process; with organizational support, develops and executes implementation strategies.

· Orient new management level employees to the organization and assure that all new employees are provided with appropriate new hire documents, current health care and other benefit information.

· Orient all newly hired and promoted management level employees on the Organization’s human resources policies, procedures and applicable laws, union contract, supervisors and employee handbook.

· Work with the clinical leadership team to develop and execute appropriate training for Program Leadership; analyze trends and offer recommendations for training/learning

· Coordinate the Agency’s IIPP and other safety programs

· Manage and counsel Program leadership on FMLA, PDL, ADA and request for Accommodation

· Supervise and train Human Resources staff.

· Under the direction of the Executive Director, develops a program to recruit a diverse work force and to recommend practices for the development and retention of agency clinical and administrative staff.

· Under the direction of the Executive Director, works to continuously improve HR-related processes, with special focus on sourcing strategies and the hiring process.

· Perform other related duties as assigned by the Director of Clinical Services

Employee and Labor Relations:

· Oversee Union relations and compliance with Union agreements

· Provide effective consultation to program leadership for all employee relation matters. Provide guidance in the drafting of supervision and disciplinary notices. Provide advice on trends in supervision, trends in corrective action, etc. Provide guidance and participate in mediation of personnel-related issues.

· Meet with union representatives and union staff in fact finding and disciplinary, and negotiation meetings.

Compliance:

· Provide training to program leadership on varying topics such as ADA Accommodations, harassment prevention, legal and effective recruitment, effective employee relations, and other trainings as assigned. Meet with Program leadership in small settings for Human Resource topic/policy-based discussion.

· Develop and maintain new hire paperwork and personnel files. Assure compliance with union requirements, and all federal, state and local employment application requirements.

· Coordinate with the Finance department in the administration of the HCSO, HCAO, MCO and other San Francisco City Contractor’s requirements.

· Ensure that the Organizations is in compliance with ACA, Equal Pay Law and other Federal, State and Local laws

· Keep up to date on new Federal, State and local laws and ordinances and ensure that the Organization is always in compliance.

· Ensure the Organization is in compliance with all outside governing bodies, including but not limited to Napa County Health & Human Services, and Department of Social Services, Community Care Licensing, Department of Fair Employment and Housing. Represent the organization at hearings.

· Responsible for the maintenance of historical and current human resource records to assure compliance with applicable laws and efficiency of record retrieval.

Benefits Administration:

· Work with outside vendors and brokers, including Workers Compensation, Medical, Dental, Vision, and optional insurance products to identify the best plans for our employees; recommend options to the Executive Director and Management team for syndication

· Manage the open enrollment process for health insurance plans. Act as liaison with benefits insurance brokers regarding issues with plan benefits.

· Manage workers’ compensation claims, including providing guidance to management and identify trends as they pertain to work related injuries. Manage first aid claims to lower workers compensation costs.

· Work with the Controller in the administration of the 403B and 457 Retirement Plans

· Responsible for the Unemployment Insurance process, including coaching leadership prior to attending UI hearings.

MINIMUM QUALIFICATIONS:

Bachelor's Degree in human resources, industrial relations, public administration, or related field required. Master's Degree, SPHR or PHR Certifications preferred.

Minimum 10 years progressive experience as a Human Resources Manager or Director. Must have working knowledge of current Federal and State labor laws, City and County of San Francisco Ordinances, general Human Resources practices and personnel policies and procedures.

Experience in a union environment Required

Experience working in non-profits preferred

Must have strong organizational and administrative skills along with effective and diplomatic oral and written communication skills.

Must demonstrate an excellent level of maturity, good judgment and emotional stability. Serve as a role model for positive employee relations.

A collaborative and flexible style with a strong service mentality.

Demonstrated commitment to the Progress Foundation mission including the ability to promote and communicate the philosophy, mission and values of the organization to external and internal stakeholders.

Must be able to negotiate several flights of stairs during each work shift.

Valid California driver's license, car, and insurability under the organization's auto insurance policy required.

This position requires travel to our North Bay locations.

Must maintain clearance with Community Care Licensing requirements.