Director of Human Resources

All applicants must apply online at www.bjwsa.org/jobs.

SUMMARY: Under limited supervision, is responsible for all Human Resources and Training programs, policies and activities including those involving Strategic Management, Workforce Planning and Employment, Human Resource Development, Compensation and Benefits and Employee/Labor Relations ensuring the workforce meets the organization's goals and objectives. Responsible for the daily supervision of the Human Resources Specialist, Benefits Administrator, Human Resources Talent Partner, and the Organizational Development Manager. Serves as the staff liaison to the Board of Directors' Personnel Committee and advises the Executive Committee on personnel issues.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Duties include but are not limited to:

Recruitment/Retention:

1. Supports the Workforce Planning and Employment processes of planning, developing, implementing, administering and performing ongoing evaluation of recruiting, hiring and orientation. This includes developing strategies to market the organization to potential applicants. Develops and extends employment offers.

1. Establishes hiring criteria based on the competencies needed. Assesses internal workforce, labor market and recruitment agencies to determine the availability of qualified applicants. Identifies internal and external recruitment methods.
2. Utilizes HRIS system to facilitate the recruitment process.
3. Participates in the design and facilitation of the orientation process, including review of performance standards for new hires and transfers. Communicates ethical culture to new hires. Evaluates selection and employment processes for effectiveness, efficiency and implements changes as needed.
4. Develops and implements the organizational exit process.

Employee Relations:

1. Provides direction and guidance during changes in organizational processes, operations, planning, intervention, leadership training and culture that balances the expectations and needs of the organization, its employees, its customers and other stakeholders.

1. Develops, implements, and evaluates performance management programs and procedures.
2. Maintains Employee and Labor Relations processes by analyzing, developing, implementing, administering and performing ongoing evaluation of the workplace relationship between employer/employee relationships and working conditions balancing the employer's needs with the employees' rights.
3. Develops and implements employee relations programs that will create a positive organizational structure; promotes, monitors and measures the effectiveness of the employee relations activities.
4. Establishes work rules and monitors their application and enforcement to ensure fairness and consistency.
5. Conducts formal and informal investigations into any employee complaints or allegations.
6. Consults with labor counsel as necessary.

Compensation and Benefits:

1. Performs ongoing evaluation of a total compensation and benefits system by analyzing, developing, implementing, administering, marketing, maintaining and assisting Executives in the annual review, preparation and administration of performance management, merit distribution model and the salary grade structure.
2. Conducts job analyses to include: writes job descriptions, develops job competencies and assigns salary grades.

1. Ensures compliance of compensation and benefits with applicable federal, state and local laws.
2. Analyzes, selects, implements, maintains and administers executive compensation and bonus programs.
3. Responds to Unemployment Compensation and Workers' Compensation queries.
4. Supports facilitation of annual health screening events, vaccinations, flu shots, etc.
5. Ensures BJWSA representation at various events to include: BA Workshops, Unemployment Compensation hearings, job fairs and so forth.

Training & Development

1. Ensures skills, knowledge, abilities and performance of the workforce meet current and future organizational and individual needs. Develops a succession planning process.

1. Develops, implements, and evaluates programs to assess employees' potential for growth and development in the organization.
2. Develops, implements, coordinates, prioritizes and evaluates organizational and individual training programs.
3. Maintains current documentation of required licenses and certifications.

Government Compliance

1. Ensures compliance with all applicable federal, state and local laws and regulations; Communicates and ensures understanding by employees of laws, regulations, and organizational policies.

1. Develops, manages and evaluates affirmative action program, as required by federal and or state laws through complex analysis including adverse impact and salary regression and the submission of the Affirmative Action Plan, EEO-4, and VETS-100A Reports. Responds to inquiries from the Department of Labor Office of Federal Contract Compliance and the Equal Employment Opportunity Commission.
2. Resolves employee complaints filed with federal, state, and local agencies involving employment practices.
3. Monitors industry trends and the legislative environment for proposed changes in law and takes appropriate action to support, modify or stop the proposed action.

Other Duties and Responsibilities

1. Participates and serves as a key partner in the organization's strategic planning process. Establishes strategic relationships with individuals in the organization to influence organizational decision-making. Establishes relationships/alliances with key individuals in the community and in professional capacities.
2. Manages and controls departmental expenditures within established budget's financial policies and strategies. Provides recommendations and input during BJWSA's budget planning process for wages and salaries, insurance, employee benefits, training expenses, advertising, professional fees and other related areas.

1. Serves as the staff liaison to the Board of Director's Personnel Committee. Works with the committee chair to develop agenda items, report on such items and explain policies and business practices and resolution of sensitive and/or confidential issues. Advises the Executive Committee on personnel issues.
2. Supervises the Human Resources staff by performing daily supervisory activities to include instructing, coaching, assisting, reviewing work, assigning workload, maintaining standards and guidelines, evaluating performance, scheduling, disciplining, rewarding, hiring, and other related supervisory responsibilities.
3. Performs other duties as required.

MINIMUM QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

EDUCATION and/or EXPERIENCE: Requires a Bachelor's degree in Human Resources, Business Administration or related field. Minimum of eight (8) years' experience in human resources with at least five (5) at the management level. Experience with public/government organization is preferred.

CERTIFICATES, LICENSES, REGISTRATIONS:

1. Senior Professional in Human Resources (SPHR) or Senior Certified Professional (SHRM -SCP); OR
2. Professional in Human Resources (PHR) or Certified Professional - (SHRM-CP) strongly preferred
3. Must possess a valid driver's license.

Data Conception: Requires the ability to compare and/or judge readily observable functional, structural or compositional characteristics (whether similar to or divergent from obvious standards) of data, people or things. Requires the ability to evaluate, deduce, and/or assess data using established criteria. Includes exercising discretion in determining actual or probable consequences and in referencing such evaluation to identify and select alternatives.

Interpersonal Communication: Requires the ability of speaking and/or signaling people to convey or exchange information, including receipt of information and instructions from supervisor. This includes interacting with various departments on various levels to guide and direct activities, receiving direction and information from the General Manager and providing guidance and direction and to subordinate staff members.

Language Ability: Requires the ability to read a variety of documents, reports, and other materials. Must be able to type and/or prepare various documents and reports using the proper format, punctuation, spelling and grammar. Requires the ability to effectively communicate at all levels with poise, voice control, and confidence using correct English and well-modulated voice.

Computer Proficiency: Must be proficient with computer software including, but not limited to, word processing, spreadsheet, database, desktop publishing, social media, etc. Must have strong keyboarding skills.

Intelligence: Requires ability to apply principles of rational systems to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Must be able to interpret and respond effectively to a variety of instructions furnished in written, oral, diagrammatic, or schedule form. Must possess excellent analytical skills. Requires the ability to influence and manage teams, learn and understand relatively complex principles and techniques, make independent judgments in absence of supervision and acquire knowledge of topics related to role and the Authority. Must have the ability to comprehend and interpret received information.

Verbal Aptitude: Requires the ability to record and deliver information, to explain procedures, to follow and give verbal and written instructions and to counsel and teach employees. Must be able to communicate effectively and efficiently with persons from a variety of educational backgrounds using technical terminology as required.

Numerical Aptitude: Requires the ability to accurately utilize mathematical formulas, add and subtract totals, multiply and divide, determine percentages, decimals, time and weight.

Writing Skills: Requires proficiency in written communication, particularly documentation of business practices and procedures.

Form/Spatial Aptitude: Requires the ability to inspect items for proper length, width and shape.

Motor Coordination: Requires the ability to coordinate hands and eyes when operating equipment and motor vehicles. Must have moderate level of eye/hand coordination.

Manual Dexterity: Requires the ability to handle a variety of items: keyboards, office equipment, control knobs, buttons, switches, etc. and have moderate levels of eye/hand/foot coordination.

Color Discrimination: The ability to differentiate colors and shades of color is preferred.

Interpersonal Temperament: Requires the ability to deal with people beyond receiving instructions and be adaptable to performing under stress when confronted with emergencies, difficult personalities or tight deadlines.

Physical Communication: Requires the ability to talk and/or hear (talking - expressing or exchanging ideas by means of spoken words; hearing - perceiving nature of sounds by ear.)

All applicants must apply online at www.bjwsa.org/jobs.

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