Human Resources Director

General   Position Description:

The Human Resources Director (HRD) is responsible for providing strategic leadership and the overall administration, coordination, and evaluation of Phoenix’s human resources functions.  The Human Resources Director provides leadership in developing and executing human resources strategies that align with Phoenix’s business plan and strategic direction specifically related to talent acquisition and management; training and development; performance management; employee relations and retention; compensation and benefits; records management and Equal Employment Opportunity (EEO).  This position directs all the people functions of the corporation following Phoenix policies as well as the laws and regulations of federal, state, and other governing entities. This position reports to the CEO and works closely with department heads, supervisors, employees, and the Board of Trustees to provide advice and counsel on a range of personnel matters.

Essential Functions:

• ·         Responsible for agency compliance with federal and state legislation about all personnel matters, including those of                    DHHS and governing MCOs.
• ·         Works with department heads and supervisors, as needed, to assist in carrying out their responsibilities on personnel                   matters such as hires, promotions/demotions/transfers, terminations and/or layoffs, performance improvements, conflict             resolution, and staffing.
• ·         Provides leadership and supervision for the administration and processing of employee benefits, performance                             evaluations, and worker’s compensation
• ·         Develops and maintains a human resource system that meets Phoenix personnel information needs.
• ·         Coordinates and monitors all search and hiring processes.
• ·         Hires, mentors, and evaluates the performance of the staff in the human resources department.
• ·         Is responsible for onboarding new employees, providing resources and other necessary tools as well as working with the            training coordinator to ensure training meets agency needs and is continuously improving.
• ·         Works closely with training coordinator and department heads to develop training, which is driven by organizational                    needs.
• ·         Reviews prepares and administers agency wage and salary programs, recommending salary ranges, offers, and                        compensation adjustments based on meaningful data.
• ·         Monitors salary reports for equity, compression, and other issues.
• ·         Responds to internal and external requests for service, information, and data, ensuring a customer service orientation                focus.
• ·         Administers and monitors the employee benefits program.
• ·         Maintains knowledge of industry trends and employment legislation to ensure Phoenix compliance, advising the CEO on             needed action.
• ·         Review write updates and implement Phoenix policies, procedures, and practices on personnel matters to ensure                        compliance, making improvement recommendations to executive management for approval.
• ·         Communicates changes in personnel policies, procedures, and practices to ensure uniform compliance.
• ·         Conducts exit interviews to determine reasons behind separation.
• ·         Consult with legal counsel, as appropriate and directed by the CEO, on personnel matters.
• ·         Works with and maintains an Employee Advisory Committee, serving as the guide and liaison in providing information on            specific employee-relationship topics to be discussed and on conveying their resulting input and recommendations to the            Leadership Team for action.
• ·         Has primary responsibility to resolve identified conflicts and/or grievances with the workforce and to help manage conflict             to achieve desired performance.
• ·         Utilizes strategy and creativity to recruit and retain the most qualified applicants and position PHOENIX as an employer               of choice.
• ·         Ensures all HR processes and policies are effective, follow best practices, and are administered consistently.
• ·         Increases job knowledge through educational opportunities of conferences, webinars, and publications; maintains                      personal networks; participates in professional organizations.
• ·         Provides departmental reports to the Board of Trustees and CEO as requested.
• ·         Other duties as assigned by the CEO.

Required Skills and Abilities:

 Leadership:

• ·         Keeps Phoenix’s mission and values at the forefront of all decision-making and action.
• ·         Demonstrates integrity, honesty, and credibility always.
• ·         Uses appropriate methods and a flexible interpersonal style as part of a cohesive team.
• ·         Proactive, hands-on strategic thinker who will own and lead human resources.
• ·         Willing and capable of making and implementing decisions in difficult situations, including time-critical ones. Will take                  charge with the confidence of a group or situation when necessary.
• ·         Takes a proactive approach in daily situations or events.
• ·         Displays flexibility and an openness to different and new ways of doing things—able to modify a strongly held position in             the face of contrary evidence.
• ·         Demonstrates accountability and good follow-through.

  Communication:

• ·         Listens attentively and responds constructively to people’s ideas and concerns. Offers support and assistance at all                     levels in the organization.
• ·         Promotes and encourages teamwork to strengthen the organization.
• ·         Facilitates problem-solving and creative thinking to empower and support employees to make decisions.
• ·         Regularly and consistently communicates routine information, changes, or developments promptly to all affected                        employees.

Problem Solving/Analytical Abilities:

• ·         Recognizes organizational concerns and addresses them promptly and effectively.
• ·         Can measure and respond to participant, family, guardian, and employee satisfaction.
• ·         Obtains complete and accurate facts and detailed information to make informed decisions or to draw conclusions                         regarding reported incidents or events.
• ·         Displays a conceptual knowledge and understanding in applying policies, procedures, and guidelines.

Education/Experience:

• ·         Bachelor’s degree in human resources business, public administration, or closely related field; unrelated degree                          acceptable with relevant experience; Master’s degree a plus.
• ·         Minimum 5 years of experience in human resources that includes administrative and supervisory experience.
• ·         SHRM-CP or SPHR is a plus.
• ·         Knowledge of IDD and NC DHHS rules, regulations, and policy preferred.

Other:

• ·         Strong organizational, time management & strategic planning skills
• ·         Excellent computer skills: knowledge of MS Office and HR database systems are expected.
• ·         Knowledge of “best practices” in human resources including diversity and inclusion.
• ·         Valid driver’s license, proof of insurance, and use of a personal vehicle are necessary, as this position requires travel                  within western North Carolina.