Director, People

Position Summary:

Reporting to the Chief Operating Officer, the Director, People & Culture (HR) provides leadership and guidance for all HR functions in alignment with the strategic plan of Nobis Works. This role leads and directs talent acquisition, career development, performance management, succession planning, retention, training and leadership development, cultural/diversity programs, compliance, employee relations, employment law and compensation and benefits.

Essential Job Functions and Responsibilities:

• Plans, develops, organizes, implements, directs and evaluates the organization's human resource functions and performance.
• Translates strategic and tactical business plans into aligned HR strategic and operational plans.
• Leads and implements workforce programs including compensation, benefits, disciplinary matters, employee relations investigations, talent management, recognition, and morale.
• Functions as a strategic advisor to the executive/senior management of each business unit or group regarding key organizational and management issues.
• Develops comprehensive recruiting and retention plans to meet the human capital needs for the organization.
• Serves as the primary compliance officer of the company. Identifies and ensures multi-state compliance with all legal and governmental laws including reporting regulations affecting organizational units (e.g., OSHA, EEO, DOL, OFCCP, and ERISA) and other accreditations/certifications.
• Monitors risk exposure of the organization. Directs the preparation of information requested or required for legal compliance. Acts as primary contact with employment counsel and outside government agencies. Acts as the EEO Officer or first responder to claims received.
• Serves as the administrative "officer" for governmental programs such as EEO, AAP, HIPAA and other such programs.
• Develops and implements annual People & Culture budget working in close collaboration with the executive team, Finance, and other departmental leaders.
• Leads annual review of People & Culture policies ensuring on-going legal compliance and organizational relevance.
• Coordinates use of human resources consultants, insurance brokers, insurance carriers, retirement plan administrators, training specialists, employment counsel, and other outside sources to develop benefit and compensation programs which are cost effective for the employer and the employee. Negotiates premium costs and other associated rates.
• Develops cultural competency and diversity programs to allow the organization to embrace applicants and employees of all backgrounds and to assure the full development and performance capabilities of all employees.
• Develops human resources models to identify competency, knowledge and talent gaps throughout the organization and develops specific programs for filling the gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training, and development programs for preparing employees for more significant responsibilities and general development programs to enhance employee knowledge and understanding of their roles and responsibilities.
• Directs the process for organizational planning to evaluate organizational structure, job design, and workforce forecasting throughout the company and makes recommendations to executive management.
• Evaluates and analyzes the results of the HR programs and services. Routinely conducts self-audits of all HR functions and reports these results to the Chief Executive Officer.
• Monitors/analyzes workforce data trends and reports findings which may affect management decisions and/or strategic objectives.
• Prepares statistical reports, proposals, employment agreements, board presentations, legal documentation and other required material as required.
• Establishes wage and salary structure, pay grades, pay policies, performance appraisal programs, job descriptions, bonus/incentive programs, etc. Evaluates the program annually to ensure fairness and equity for all employees, both locally and nationally.
• Participates in Board Meetings as required.
• Acts as organizational representative for local community events, business clubs/associations, etc.
• Maintains knowledge of trends, best practices, regulatory changes and new technologies in human resources. Applies this knowledge to communicate recommended changes in policy, practice, or technology.

Education/Certification:

• A BS/BA degree in human resources, management or other related field from an accredited college/university.
• SHRM (CP or SCP) or HRCI (PHR or SPHR) certification.

Experience:

• 8 years or more senior level HR experience working in a multi-state environment.
• Proven ability to oversee and implement HR programs and initiatives strategically and tactically.
• Experience working with organizational leadership and a diverse employee population.
• Compensation plan design.
• Benefits plan design and implementation.
• Employee relations issue resolution.
• Retirement plan administration.
• Experience interacting with a Board of Directors.
• Prior experience supporting government contract employees subject to Service Contract Act preferred

Other Qualifications or Requirements:

• Mission driven, guided by core values and a pleasure to work with.
• Excellent verbal and written communication and presentation skills.
• Ability to work effectively with all levels in/out of the organization.
• Strong organization, planning and follow-through skills.
• Analytically minded with an accounting aptitude.
• Ability to manage multiple projects within tight timeframes.
• Ability to work in fast paced environment.
• Familiar with professional employment organizations and HRIS systems.
• Must pass drug screen and background check.
• Eligibility to work in the United States.

Core Competencies, Values or Attributes:

• Strategic Thinking: Formulates objectives and priorities and implements plans consistent with the long-term interest of the organization in a global environment; capitalizes on opportunities and manages risks.
• Integrity/Trustworthiness: Behaves in an honest, fair, and ethical manner. Shows consistency in words and actions. Models high standards of ethics.
• Decisiveness: Makes well-informed, effective, and timely decisions, even when data are limited, or solutions produce unpleasant consequences; perceives the impact and implications of decisions.
• Performance Orientation: Sets expectation of exceptional performance for individuals, department, and the organization.
• Team Building: Inspires and fosters team commitment, spirit, pride, and trust. Facilitates cooperation and motivates team members to accomplish group goals.
• Leveraging Diversity: Fosters an inclusive workplace where diversity and individual differences are valued and leveraged to achieve the vision and mission of the organization.

Declaration:

This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. They may be subject to change at any time.

Work Environment:

The work environment characteristics described here are representative of those that an employee encounters while performing the essential functions of the job. Reasonable accommodation may be made to enable qualified individuals with disabilities to perform the essential job functions.