Through a set of shared values, we are able to maintain an inclusive work environment that promotes collaboration, flexibility, fairness, and a commitment to excellence. We strive to engage our employees in meaningful activities that offer professional growth and development opportunities. It is in this manner that all employees are able to participate and contribute to their full potential as they provide exceptional service in support of our mission and strengthen our organizational effectiveness.
Qualified applicants for positions must submit a Cover Letter, Resume and contact Angela Kellam at firstname.lastname@example.org.
Current Job Openings:
Position Title: Director of Human Resources and Organizational Development
Position Status: Full-time (40 hours/week)
Salary: $50,000 – $70,000 (commensurate with education and specific HR experience)
SUMMARY Responsible for development and integration of human resource programs and associated projects to achieve strategic business goals and operational objectives. Plans, develops, implements and administers HR programs for company employees. Acts as organizational development liaison and advisor to the organization’s leadership and facilitates the organization’s initiatives. Responsible for the development of organizational policy and coordination of all human resources activities. Areas include recruitment and hiring, performance management, compensation and benefits, employee relations, and training and development by performing the following duties personally or through the organization’s supervisors.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following activities to be conducted in collaboration with other members of the Senior Management Team: (Other duties may be assigned).
Directs the needs assessment for training and staff development to enhance the effectiveness of employee performance in achieving the goals and objectives of the agency.
Develops and manages the agency’s performance management system.
Partners with leadership to assess staffing and administrative needs for continuing and emerging program initiatives.
Supports management and supervisors in ensuring employee performance goals are aligned with program and organizational goals and objectives.
Consults with management on performance, organizational, and leadership matters.
Conducts needs assessments to determine measures required to enhance employee job performance and overall agency performance
Develops a comprehensive employee training plan designed to improve individual, team, and organizational performance.
Development and Integration of Human Resource Management Plan
Develop and implement programs, plans, policies and procedures regarding all aspects of human resource activities including recruitment and hiring, performance management, compensation, employee benefits, training and development, and employee relations.
Oversee the analysis, maintenance and communication of records required by law or other departments in the organization.
Develop and maintain a human resources system that meets top management’s informational needs.
Research and/or consult legal counsel to ensure policy compliance with federal and state laws.
Study legislation, records of court preceding and arbitration decisions to assess industry trends.
Define all Human Resources programs and authority/responsibility of Human Resources and line management and employees-workshops, manuals, employee handbooks, and standardized reports.
Protect interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Approve recommendations for terminations. Review employee appeals through complaint procedures.
Assist and advise senior management on Human Resources issues.
Recruitment and Hiring – In Collaboration with Senior Management Team Members
Develop and implement programs, plans, policies and procedures for recruiting, screening, selection and hiring personnel.
Collaborate with Senior Managers to prepare and direct preparation of job descriptions and perform job analysis for positions.
Coordinates interviews of candidates including all appropriate screening.
Develop and implement New Employee Orientation Program.
Maintain data on recruitment activity, applicant flow, interviews, hires, transfers, promotions, and terminations; ensuring organization is in compliance with all local, state, and federal regulations.
Directs a process of organizational planning that evaluates structure, job design, and manpower forecasting through out the company.
Compensation & Benefits
Analyze wage and salary data to determine a competitive compensation plan.
Develop, monitor, and administer an employee performance management system.
Plan and direct implementation of employee benefits programs including, health and dental disability insurance, life insurance, worker’s compensation, employee assistance program, pension, leave, and other employee benefits plans.
Provide services to employees to answer their benefit questions, resolve problems and process appropriate documentation.
Training and Development
Formulate training policies, programs and schedules.
Identify training needs and company processes.
Select appropriate instructional methods such as individual training, group instruction, self-study, lecture, exercises and role play; and present staff and supervisory training programs.
Consult with employees and supervisors to resolve work related and performance issues; and provide guidance and alternatives regarding those issues.
Employee mediation services as required.
SUPERVISORY RESPONSIBILITIES Responsible for the overall direction, coordination and evaluation of part-time or temporary employees on a frequent basis. Carries out all supervisory responsibilities in accordance with the organization’s policies and applicable laws. Responsibilities include interviewing, hiring and training employees; planning, assigning and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.
EDUCATION and/or EXPERIENCE Bachelor’s degree (B.A.) from four-year college or university in Human Resource Management or related field of study, 5 years generalist background and 3 years supervisory/managerial experience. Master’s degree and SHRM Certification preferred.