HR Director

The HR Director will be directly responsible for the overall development, implementation and administration of the Company’s human resources functions, with an emphasis on recruitment/staffing, talent management, training,employee relations, performance management and employment data. The HR Director will report to the Vice President and General Counsel and will support the Company’s officers and managers. 

· Recruitment/staffing, including development and implementation of: (i) a recruitment plan to identify, attract, and retain employees, analyzing staffing needs, matching candidates with Company needs and job requirements and identifying recruitment sources; (ii) a wage and salary program, including comparisons at local, national and industry levels; (iii) job descriptions and job advertisements; and (iv) job application forms.

Talent management/succession planning with a focus on assessment of talent supply (both internally and externally), defining gaps, and development of strategies to close the gaps.

Training/employee education, utilizing as appropriate computer-based learning systems, particularly in the area of recruitment techniques and practices.

Employee relations, consisting of responding to employee inquiries and facilitating resolution of employment issues based on legal requirements, company policies, and past practices.

Performance management, emphasizing development of forms and guidelines for annual employee appraisals and other performance management systems, including procedures to ensure completion and consistency among departments.

Understand and ensure compliance with state and federal laws (including discrimination, workers’ compensation, unemployment, wage and hour, COBRA, HIPPA, ERISA, OSHA, FCRA and immigration laws), employment related contractual obligations, and Company policies. 

Management of and proposing updates to the Company Employee Handbook and other employment policies. 

Management of employment data, including development and implementation of a human resource information system (HRIS) for gathering, storing, maintaining, retrieving, and revising employee files and other employment data.

Management of payroll, benefits, employee attendance and leave (including PTO, FMLA, disability and bereavement).

Assist with disciplinary action, including employment terminations, and exit interviews.· In consultation with the General Counsel, conduct investigations of respond to employee claims, including discrimination and unemployment claims.

Management of the Company’s drug and alcohol policies.

· Senior Professional in Human Resources (SPHR) and/or SHRM-Senior Certified Professional (SHRM-SCP) certification is preferred.· Demonstrated knowledge of standard human resources management concepts, practices, and procedures.· Bilingual in English and Spanish is preferred.· Excellent writing, interpersonal communication and presentation skills.· Strong experience in HRIS and Microsoft Office Suite.· Significant experience in developing and implementing recruitment and talent management/succession planning programs and initiatives.Demonstrated experience in effectively implementing change management strategies.Ability to effectively work in a small, privately-held organization which often involves working outside areas of expertise/experience with competing needs and priorities.Achievement and results oriented with ability to translate vision/strategy into specific goals, action plans, and deliverables.Strong influencing capability with management and colleagues.Superior supervisory skills.Ability to lead and motivate others.

All your information will be kept confidential according to EEO guidelines.