HR Director

General Summary

The Director of Human Resources is responsible for overseeing HR management and department operations to adhere to organizational policies and procedures. Ensure that our human resources programs and initiatives are effective, efficient, and aligned to overall business objectives. Duties for the HR director will include supervising HR personnel, resolving employee issues and grievances, supporting employee development, enhancing job satisfaction, designing onboarding procedures, implementing HR strategies that support business objectives, forecasting staffing needs, mitigating risk, maintaining employee records, managing the HR department budget and designing accountability mechanisms.

Primary Responsibilities
| Recruitment, Hiring, Onboarding, Off Boarding, Succession Planning
1. | Works with senior leadership to ensure that job descriptions: are compliant with law, organization-wide, and Program-specific regulations; support the objectives of Programs strategic plans; and provides foundations for the development of emerging leaders.
2. | Develops and oversees processes for applicant recruitment, screening, interview, and selection; monitors to ensure that processes are timely and effective.
3. | Develop and implement general organizational onboarding and orientation for new employees.
4. | Manages and conducts the off-boarding process.
5. | Represents CACOST in unemployment issues and hearings.
6. | Works with senior leadership to develop and update succession plans for designated positions,
7. | Conducts research, analyzes organizational trends, and identifies best practices for hiring, personnel management, and retention.
8. | Develops and implements processes for data collection and analysis to attract the best recruits and promote the organization's values, recruitment, hiring, onboarding, offboarding, and succession planning.
| Performance Management and Professional Development
1. | The Director should improve HR processes, implement strategies that support business growth, improve morale and employee retention, enhance safety and wellness, strengthen relations between staff and employers, manage job satisfaction Work with senior leadership to design and implement performance management systems using organization-wide and Program-specific evaluative measures and metrics.
2 | Provides performance management guidance and training to supervisors and support them in carrying out their responsibilities for personnel matters (supervision/coaching, mentoring, professional development, and disciplinary actions); provide supervisors and staff members with coaching and resources to promote and improve interpersonal and team collaboration to support emerging leaders
3. | The ideal candidate for this role should possess a high work ethic, excellent communication skills, knowledge of labor regulations and HR practices, strategic thinking abilities, strong organizational skills, and excellent interpersonal skills. Identify departmental and organizational training needs; help secure appropriate resources; design and implement processes to evaluate the training plan's effectiveness and resources.
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| Policy, Strategy and Budget
1. | Research and draft personnel policies that are compliant with local, state, and federal employment-related laws and regulations and with the policies, regulations, standards, and best practices established by funding and related entities.
2. | Support the wage comparability process by collecting salary and benefit information from targeted industries and associations.
3. | Provide accurate data and information for external reports (CSBG Organizational Standards, PIR, USD, Cost Allocation Plan, etc.) and internal analyses.
4. | Propose an annual budget for the Department and authorize and monitor Department spending.
| Culture/Employee Relations
1. | Collaborate with senior leadership to create, implement, and support practices that improve working relationships and organizational culture, build morale, improve communication, and increase productivity and retention.
2. | Works to resolve employee relations issues through various mechanisms (document reviews, staff interviews, training, and guidance) and in consultation with CACOSTs Attorney.
| Department Management/Organizational Compliance
1. | Responsible for the Department's ongoing compliance with the myriad requirements of each funding source, contract, law, and regulation governing CACOSTs administration and operation
2. | Assures that the HR Department functions to support the strategic objectives of the Agency
3. | Leads HR Department personnel to ensure efficient daily workflow and effective performance based on departmental goals and standards of operation.
4. | Develops, implements, and evaluates the professional development plans for HR Departmental personnel.
5. | Other duties as assigned.

Work Experience
Required

• Minimum of 8 years in human resources, including 4 years of supervisory and leadership experience with a similar size and purpose as CACOST.
• Familiarity with state and federal laws governing employment practices.

Education/Certifications/Licensure

• Bachelors degree from an accredited College or University in Human Resources, Management, Business Administration, or a related field. Commensurate work experience and non-traditional educational pathways may be considered in place of a bachelor's degree. Preferred: A master's degree in related fields is preferred.
  SHRM (Society for Human Resource Management)- CP; SHRM-SCP or PHR. |

Skills

• Knowledge of processes for wage comparability studies, position control, and salary administration
• Knowledge of HRIS systems and workflow design.
• Superior oral and written communication skills.
• Excellent organizational skills with the ability to maintain composure and efficiency in a fast-paced environment.
• Excellent human relations skills with the ability to develop and maintain a good rapport with a diverse workforce.

Physical Requirements
Light to medium physical duties include standing, walking, reaching, bending, hearing, and talking for up to eight (8) hours a day. Must be able to work on a computer for at least 6 hours a day. Must have good vision. Must be able to lift thirty (30) pounds. Lifting will be primarily confined to occasional on-premises lifting of boxes of office supplies and minor office equipment. Non-physical demands include performing multiple tasks simultaneously, the ability to meet multiple deadlines, judgment decisions, and working closely with others as part of a team. Complete a pre-employment criminal background check, drug test, and motor vehicle records check. Must be able to work regular work hours of 8:00 am and 5:00 pm. Schedules may vary based on business needs.