DIRECTOR HUMAN RESOURCES

Human Resources Manager

Leads human resource initiatives supportive of organizational goals, objectives and priorities. Directions, plans, develops, establishes, implements and administers all human resources management programs including policies and procedures, talent acquisition, performance management; employee relations, wage and salary administration, records maintenance, training and development, health & welfare benefits, HR regulatory compliance, legal liaison, workers' compensation, and HR information systems.

• Develop and establish formal Organization-wide human resources policies and procedures to support strategic business goals and objectives and promote an effective organizational culture.

• Responsible for compliance with Federal and State legislation pertaining to all personnel matters. Ensures integrity and security of confidential employee data.

• Leads company compliance with all existing governmental and labor, legal, and government reporting requirements including any related to the EEO, the ADA, FMLA, ERIS, Department of Labor, worker's compensation, and OSHA. Maintains minimal company exposure to lawsuits

• Leads the implementation of a company safety and health program.

• Monitors the tracking of OSHA-required data.

• Effectively plans, organizes, and directs HR staff; including selection, training, evaluation, disciplining, and work assignments.

• Anticipate and guard against employee legal risks involving the Organization. Advises and consults with executive and senior management on legal matters accordingly. Consults with legal counsel as appropriate, and/or as directed on personnel matters.

• Counsel and coach executive and senior management, and employees regarding employee relations issues and ensures adherence to various state and federal laws.

• Attends hearings and mediations and provides testimony representing the Organization.

• Manage the internal resolution of employee conflicts/grievance. Provides information and assistance to resolve formal grievances.

• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship

• Directs the Organization's talent acquisition program and ensure compliance with various state and federal regulations. Develop and implement programs, policies, procedures and controls regarding recruitment/employment; analyze manpower, turnover and other personnel matters. Oversee the direct services provided by outside contractors and vendors.

• Manage the HR budget and other financial measures of the department to include contributing to the strategic planning process and participating in the formulation of financial objectives.

• Reviews and approves IRS 5500 tax documents for Organization fringe benefits, retirement, and other regulatory filings. Oversees the Organization's annual audit of the retirement plan and non-discrimination testing.

• Administers the Organization's compensation program. Advise executive and senior management of Organizational policies and procedures regarding salary ranges, promotional and merit increase guidelines, and other salary related issues. Recommend appropriate policies and procedures for the maintenance of an equitable wage and salary structure.

• Formulate, develop and implement training plans, procedures, and programs to meet specific training, development, orientation, certification, and skills shortfalls.

•Establish an in house employee training system that addresses yearly company training needs.

• Prepare and issue employee publications establishing human resources policies and procedures; interprets such policies for executives, management, and employees.

• Manage the human resource information systems database and necessary reports for critical analyses of the HR function and the people resources of the organization.

• Inform executive leadership of trends and development in the field of benefits. Provides advice and counsel regarding current developments in benefit programs. Provides background information to help in the administration and delivery of employee health and welfare benefits and services.

• Effectively communicates in writing and verbally human resource policies and procedures to all organization constituents. Designs personnel systems/forms and directs the maintenance of records by all departments.

• Develop and implement the performance appraisal programs, merit, and progressive discipline systems.

• Investigates workplace accidents and prepares reports for insurance carriers.

• Conduct special HR related studies as requested by executive management. Provides verbal and executive reports and dashboards related to key indicators.

• Maintain active affiliation within appropriate HR networks and organizations that support the strength and continued sustainability in the area of compliance with HR and employment laws.

• Head and participate on various organization committees when necessary; plans and implements employee services activities.

• Develop an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.

• Promote a high level of employee morale and motivation

• Develop and lead the implementation of the performance management system that includes Performance development plans and employee development programs

• Monitors and advises managers and supervisors in the progressive discipline system of the company.

• Monitors the implementation of a performance improvement process with non-performing employees.

• With the assistance of the CFO, obtain cost effective, employee serving benefits; monitors national benefit environment for options and cost savings.

• Leads the development of benefit orientations and other benefits training

• Regionally accredited Master's degree or equivalent in business management, human resources, or relevant field preferred.

• Current PHR or SPHR related professional certification preferred.

• Ten (10) or more years of Human Resource management experience, preferably five (5) of those years working within a healthcare and/or non-profit environment.

• At least five to seven (5-7) years progressively responsible leadership and management experience.

• Extensive knowledge of human resources, organizational development, healthcare and Public Service. • Demonstrated knowledge of federal and California human resources laws and regulations.

• An understanding of insurance company processes and requirements.

• Possess a fully developed knowledge base with regard to pay practices, wage and hour law both from a Federal and State perspective.

• Excellent planning and time management skills.

• Excellent negotiation skills.

• Familiarity with Human Resources Information System constructs and data management.

• Excellent interpersonal, verbal and written communication skills.

• Supervise direct reports and provide leadership to teams and committees.

• Direct independent contractors and vendors.

• Work collaboratively with internal and external stakeholders.

• Work well with diverse communities.

• Assign, schedule and follow-up work activities.

• Monitor workloads/levels.

• Performance counsel/coach.

• Evaluate performance; review work.

• Training and development.

• Hire, appraise, discipline and terminate employees

Ability to perform highly detailed work with sustained attention and care while providing/obtaining information on numerous inquiries is paramount to success in this position.