See a Sample Human Resources Director Job Description

See a Sample menschenwrdig Resources Director Job DescriptionSee a Sample philanthropisch Resources Director Job DescriptionOverview of the HR Directors Job The menschenwrdig Resources Director guides and manages the overall provision of Human Resources services, policies, and programs for the entire company. The major areas directed are recruiting and staffingorganizational and space planningwertmiger zuwachs management and improvement systemsorganization developmentemployment and einhaltung to regulatory concernsemployee orientation, development, and trainingpolicy development and documentationemployee relationscompany-wide committee facilitationcompany employee and community communicationcompensation and benefits administrationemployee safety, welfare, wellness, and healthcharitable giving andemployee services and counseling. Depending on your organizations needs, the Human Resources Director often directs administration, including reception, and may even be responsible for faci lity security and upkeep in addition to space planning. The Human Resources Director originates and leads Human Resources practices and objectives that will provide an employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce. The Human Resources Director coordinates implementation of services, policies, and programs through Human Resources staff reports to the CEO and serves on the executive management team and assists and advises company managers about Human Resources issues. Primary Objectives of the HR Director Safety of the workforce.Development of a superior workforce.Development of the Human Resources department.Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.Personal ongoing development. Development of the Human Resources Department Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.Oversees and manages the workof reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff.Develops and monitors an annual budget that includes Human Resources services, employee recognition, sports teams support, company philanthropic giving, and administration. Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources.Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.Leads the development ofdepartment goals, objectives, and systems.Establishes departmental measurements that support the accomplishment of thecompanys strat egic goals. Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.Develops and administers programs, procedures, and guidelines to helpalign the workforce with the strategic goalsof the company.Participates in executive, management, and company staff meetings and attends other meetings and seminars.With the CEO and CFO, annually plans the companys philanthropic and charitable giving. Human Resources Information Systems HRIS Manages the development and maintenance of the Human Resources sections of both the internet, particularly recruiting, culture, and company information and intranet sites.Utilizes Human Resources Information Software (HRIS) to the companys recordkeeping and management advantage. Training and Development Defines all Human Resources training programs, and assigns theauthority/responsibi lityof Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.Leads the implementation of theperformance management systemthat includesperformance development plans(PDPs) and employee development programs.Establishes an in-house employee training system that addresses company training needs including trainingneeds assessment,new employee orientationor onboarding, management development, production cross-training, the measurement of training impact, andtraining transfer. Assists managers with the selection and contracting of external training programs and consultants.Assists with the development of and monitors the spending of the corporate training budget. Employment Establishes and leads thestandard recruiting and hiring practicesand procedures necessary to recruit and hire asuperior workforce.Interviews management- and executive-level can didates serves as an interviewerfor position finalists.Chairs any employee selection committees or meetings. Employee Relations Formulates and recommends Human Resources policies and objectives for the company with regard to employee relations.Partners with management to communicate Human Resources policies, procedures, programs and laws.Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level ofemployee moraleand motivation.Conducts investigations when employee complaints or concerns are brought forth.Monitors and advises managers and supervisors in theprogressive discipline systemof the company. Monitors the implementation of a performance improvement process with non-performing employees. Reviews, guides, and approves management recommendations foremployment terminations.Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data.Reviews empl oyee appeals through the company complaint procedure. Compensation Establishes the company wage and salary structure,pay policies, and oversees thevariable paysystems within the company including bonuses and raises.Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.Monitors all pay practices and systems for effectiveness and cost containment.Leads participation in at least one salary survey per year. Benefits With the assistance of the CFO, obtainscost-effective,employeeserving benefits monitors national benefits environment for options and cost savings.Leads the development of benefit orientations and other benefits training.Recommends changes in benefits offered, especially new benefits aimed atemployee satisfactionand retention. Law Leads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), theAmericans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits.Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies. Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Organization Development Designs and directs and manages a company-wideprocess of organization developmentthat addresses issues such assuccession planning, superior workforce development, keyemployee retention, organization design, andchange management.Manages employee communication and feedback through such avenues a s company meetings, suggestion programs,employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.Directs a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management. Identifies and monitors the organizations culture so that it supports the attainment of the companys goals and promotes employee satisfaction.s culture so that it supports the attainment of the companys goals and promotes employee satisfaction.Leads a process of organization development that plans, communicates, and integrates theresults of strategic planningthroughout the organization.Manages thecompany-wide committeesincluding the wellness, training, environmental health and safety, activity, and culture and communications committees. Keeps the CEO and the executive team informed of significant problems that jeopardi ze the achievement of company goals, and those that are not being addressed adequately at the line management level. The Human Resources Director assumes other responsibilities as assigned by the CEO. To perform the Human Resources Director job successfully, an individual must be able to perform each essential responsibility satisfactorily. These requirements are representative, but not all-inclusive, of the knowledge, skill, and ability required to leadasthe company Human Resources Director. Reasonable accommodations may be madeto enable individuals with disabilities to perform the essential functions. Human Resources Director Requirements Broad knowledge and experiencein employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development.Above average oral and written communication skills.Excellent interpersonal andcoaching skills.Demonstratedability to lead and developHuman Resources staff members.Demonstra ted ability to serve as a successful participant on the executive management team thatprovides company leadership and direction.Demonstrated ability to interact effectively with the company Board of Directors. Excellent computer skills in a Microsoft Windows environment. Must include Excel and skills in database management and record keeping.General knowledge of various employment laws and practices.Experience in the administration of benefits and compensation programs and other Human Resources programs.Evidence of the practice of a high level of confidentiality.Excellent organizational skills. Education and Experience Minimum of a Bachelors degree or equivalent in Human Resources, Business, Organization Development.Ten plus years of progressive leadership experience in Human Resources positions.Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred.A ctive affiliation with appropriate Human Resources networks and organizations and ongoing communityinvolvement preferred.Possess ongoing affiliations with leaders in successful companies and organizations that practice effective Human Resources Management. Physical Demands These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the Human Resources Directors job. Reasonable accommodation can be made to enable people with disabilities to perform the described essential functions of the Human Resources Directors job. While performing the responsibilities of the Human Resources Directors job, the employee is required to talk and hear. The employee is often required to sit and use their hands and fingers, to handle or feel. The employee is occasionally required to stand, walk, reach with arms and hands, climb or balance, and to stoop, kneel, crouch or crawl. Vision abilities required by this job include close vision. Work Environment While performing the responsibilities of the Human Resources Directors job, these work environment characteristics are representative of the environment the Human Resources Director will encounter. Reasonable accommodations may be made to enable people with disabilities to perform the essential functions of the Human Resources Directors job. While performing the duties of this job, the employee is occasionally exposed to moving mechanical parts and vehicles. The noise level in the work environment is usually quiet to moderate. Conclusion This job description is intended to convey information essential to understanding the scope of the Human Resources Directors position and it is not intended to be an exhaustive list of skills, efforts, duties, responsibilities or working conditions associated with the position.