Director of Team Experience and Organizational Excellence

:

Title: Human Resources Manager

(Internal Title: Director of Team Experience and Organizational Excellence)

Reports to: Executive Director

Classification: Exempt, Salaried

Hours: Full-Time (40 hours), onsite, typically 8:30am-5:00pm, Monday-Friday

Hiring Range: $60,000-$70,000, depending on education and experience Work Week: Monday 12:00 AM to Sunday 11:59 PM (AGENCY WORK WEEK FOR PAYROLL) Required to Transport Clients: No Required to Drive in the Course of Conducting Business: Possible Meets Policy Requirements for Personal Cell Phone Use Stipend: No Meets Policy Requirements for Company Cell Phone: Yes

Background Since 1975, Pendleton Place (PP) has been a place of safety and comfort for children and youth experiencing trauma. PP is committed to innovative approaches that will establish communities where children and youth are safe, families are whole, and communities are strong. We support children, youth, and families affected by foster care, homelessness, poverty, and trauma. We focus on exceptional residential care for youth ages 12-21, an array of youth homelessness services, and comprehensive family strengthening services for children and families involved with the child welfare system.

Position Summary In close collaboration with the Executive Director, the Director of Team Experience and Operational Excellence (DTEOE) is responsible for a variety of functions within the general administration of the organization, primarily human resources (HR), including employee recruitment, relations, and retention. The DTEOE is a member of the Pendleton Place executive/senior leadership team and supports the administrative service environment through payroll management, risk analysis and management, and benefits planning. Due to the high degree of compliance requirements associated with state and federal governments, the DTEOE is expected to bring a highly professional presence, knowledge, and experience to the role to effectively maintain contractual personnel requirements and support the organization's adherence to best practices in human resources. The DTEOE will have exceptional attention to detail, organizational skills, timeline management, and understanding of (or the curiosity and ability to learn) regulatory and accreditation standards.

Essential Functions of Position

Note: These tasks are illustrative only; to carry out the day-to-day functions of the job, other duties may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. Team Experience (HR and Personnel) Manage the recruitment, employment, orientation, onboarding, and off-boarding of personnel(employees, interns, and contractors) to ensure that all required communications are completed. Develop, communicate, and implement HR strategies and initiatives that support the organization's mission and goals. Implement and annually review compensation programs; conducting annual salary surveys and developing merit pool (salary budget), analyzing compensation, and making recommendationsfor revisions as necessary Develop, recommend, and apply personnel policies and procedures, preparing and maintainingEmployee Handbook Execute and manage performance appraisal systems, coaching managers, and employees for improved performance Create, deliver, and evaluate orientation and training procedures for all new staff.

Design, deliver, and oversee training and development programs to enhance employee skills and career growth.

Provide training and, as necessary, support managers in the process for interviewing, hiring, providing corrective action, and terminating employees. Instruct in the procedures for completing required forms and other paperwork.

Schedule in-service trainings and orientations; monitor and track continuing education and training of staff that complies with all internal and external requirements; ensure contractual training requirements, such as CPR, are maintained appropriately.

Inform employees and managers about the Employee Assistance Program and make employee referrals as needed.

Coordinate all employee performance evaluation initiatives.

Serve as the primary point of contact for employee benefits and collaborate closely with the ED on benefit plan development; coordinate with benefit brokers and carriers, download and pass along benefit invoices, and assist employees with benefit inquiries.

Regularly update benefit portals, such as the 401k provider, the short- and long-term disability insurance provider, and the life insurance provider, with employee data that is current and accurate.

Receive, evaluate, and respond to personnel conflicts, grievances, allegations of misconduct, and mediations (in coordination with the Executive Director).

Assist and provide guidance on all employee corrective action plans and performance improvement plans.

Communicate regularly with the COBRA Administrator on employee terminations

Organizational Excellence

Administrative and Financial Service Environment

Process and manage bi-weekly payroll with high accuracy.

Serve as the primary administrator of the Human Resources Information System (HRIS) for the organization.

Participate in the organization's personnel planning process and provide support in the implementation of the plan. Help facilitate personnel requirements, which include, but are not limited to, assisting with personnel policies, monitoring and tracking staff training and development plans, attracting and retaining talent, and other factors related to a comprehensive human capital strategy.

Assist the other members of the administrative department with general financial management, participating with the finance department in order to strengthen internal controls and the separation of duties.

Assist with petty cash, deposits, and other miscellaneous tasks related to accounts receivable and accounts payable.

Provide HR data on a regular basis to the quality improvement department and contribute to the HR Standards of the accreditation process.

Complete E-Verify for new hires in a timely manner and properly retain I-9 paperwork.

Maintain and monitor monthly change list and employee changes of status; maintain master personnel list.

Develop and analyze HR metrics to assess the effectiveness of HR programs and data-driven decisions.

Risk Management/Accreditation/Licensing

In collaboration with the Executive Director and the Program Directors, ensure pre-employment and annual personnel compliance with all applicable South Carolina licensing requirements (background check requirements and renewals), COA standards, grant requirements, and contract expectations. Regularly audit/review personnel files for completion and accuracy. Maintain confidential and non-confidential HR and administrative documents with the appropriate levels of security and controlled access. Participate in and assist with the planning of agency risk management reviews, particularly as they pertain to employment risks. Initiate, organize, and maintain employee personnel files (physical and virtual) in accordance with all compliance requirements. Monitor requests/reporting of all personnel data and manage communications with entities such as the SC Department of Employment and Workforce, SCDSS, SCDHHS, etc. Manage organizational HR communications with stakeholders such as government entities, insurers, contractors, vendors, and other administrative contacts. Assist with building and safety codes to include fire safety codes, heating, cooling, electrical, elevator and vehicle safety and maintenance standards. Participate in the development and revision of organizational administrative policies as well as the personnel procedures.

Minimum REQUIRED Qualifications

• An earned baccalaureate degree from an accredited university or college in human resources, human resource management, human resource administration, industrial management, organizational development, business administration, or a closely related degree

• A minimum of four (4+) years of relevant professional experience in HR, including FMLA administration, and/or administration or evidence of advanced training in HR; a graduate degree in human resources, human resource management, human resource administration, industrial management, organizational development, business administration, or a closely related field may be considered in lieu of professional experience

• Ability to maintain a high level of confidentiality

• Exceptional organizational skills

• Excellent communication, problem solving, time management, and follow-up skills

• Thorough knowledge of employment law, HMIS tools, and workforce best practices

• Fierce commitment to diversity, equity, belonging, and inclusion, with the ability to work with diverse clients/vendors

• Satisfactory passage of criminal history check, and background checks including the Child Abuse and Neglect Central Registry (and/or out-of-state equivalency), and Sex Offenders Registry

Desirable Qualifications

• Master's Degree

• At least three (5+) years of professional HR experience

• Professional Credential: PHR designation or SHRM-CP designation (or higher)o

Willing to assist a highly qualified individual achieve this credential

• Knowledge of Kronos unified payroll/HRIS system

• Experience with QuickBooks (or similar accounting software)

Position Summary In close collaboration with the Executive Director, the Director of Team Experience and Operational Excellence (DTEOE) is responsible for a variety of functions within the general administration of the organization, primarily human resources (HR), including employee recruitment, relations, and retention. The DTEOE is a member of the Pendleton Place executive/senior leadership team and supports the administrative service environment through payroll management, risk analysis and management, and benefits planning. Due to the high degree of compliance requirements associated with state and federal governments, the DTEOE is expected to bring a highly professional presence, knowledge, and experience to the role to effectively maintain contractual personnel requirements and support the organization's adherence to best practices in human resources. The DTEOE will have exceptional attention to detail, organizational skills, timeline management, and understanding of (or the curiosity and ability to learn) regulatory and accreditation standards.

Essential Functions of Position

Note: These tasks are illustrative only; to carry out the day-to-day functions of the job, other duties may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. Team Experience (HR and Personnel) Manage the recruitment, employment, orientation, onboarding, and off-boarding of personnel(employees, interns, and contractors) to ensure that all required communications are completed. Develop, communicate, and implement HR strategies and initiatives that support the organization's mission and goals. Implement and annually review compensation programs; conducting annual salary surveys and developing merit pool (salary budget), analyzing compensation, and making recommendationsfor revisions as necessary Develop, recommend, and apply personnel policies and procedures, preparing and maintainingEmployee Handbook Execute and manage performance appraisal systems, coaching managers, and employees for improved performance Create, deliver, and evaluate orientation and training procedures for all new staff.

Design, deliver, and oversee training and development programs to enhance employee skills and career growth.

Provide training and, as necessary, support managers in the process for interviewing, hiring, providing corrective action, and terminating employees. Instruct in the procedures for completing required forms and other paperwork.

Schedule in-service trainings and orientations; monitor and track continuing education and training of staff that complies with all internal and external requirements; ensure contractual training requirements, such as CPR, are maintained appropriately.

Inform employees and managers about the Employee Assistance Program and make employee referrals as needed.

Coordinate all employee performance evaluation initiatives.

Serve as the primary point of contact for employee benefits and collaborate closely with the ED on benefit plan development; coordinate with benefit brokers and carriers, download and pass along benefit invoices, and assist employees with benefit inquiries.

Regularly update benefit portals, such as the 401k provider, the short- and long-term disability insurance provider, and the life insurance provider, with employee data that is current and accurate.

Receive, evaluate, and respond to personnel conflicts, grievances, allegations of misconduct, and mediations (in coordination with the Executive Director).

Assist and provide guidance on all employee corrective action plans and performance improvement plans.

Communicate regularly with the COBRA Administrator on employee terminations

Organizational Excellence

Administrative and Financial Service Environment

Process and manage bi-weekly payroll with high accuracy.

Serve as the primary administrator of the Human Resources Information System (HRIS) for the organization.

Participate in the organization's personnel planning process and provide support in the implementation of the plan. Help facilitate personnel requirements, which include, but are not limited to, assisting with personnel policies, monitoring and tracking staff training and development plans, attracting and retaining talent, and other factors related to a comprehensive human capital strategy.

Assist the other members of the administrative department with general financial management, participating with the finance department in order to strengthen internal controls and the separation of duties.

Assist with petty cash, deposits, and other miscellaneous tasks related to accounts receivable and accounts payable.

Provide HR data on a regular basis to the quality improvement department and contribute to the HR Standards of the accreditation process.

Complete E-Verify for new hires in a timely manner and properly retain I-9 paperwork.

Maintain and monitor monthly change list and employee changes of status; maintain master personnel list.

Develop and analyze HR metrics to assess the effectiveness of HR programs and data-driven decisions.

Risk Management/Accreditation/Licensing

In collaboration with the Executive Director and the Program Directors, ensure pre-employment and annual personnel compliance with all applicable South Carolina licensing requirements (background check requirements and renewals), COA standards, grant requirements, and contract expectations. Regularly audit/review personnel files for completion and accuracy. Maintain confidential and non-confidential HR and administrative documents with the appropriate levels of security and controlled access. Participate in and assist with the planning of agency risk management reviews, particularly as they pertain to employment risks. Initiate, organize, and maintain employee personnel files (physical and virtual) in accordance with all compliance requirements. Monitor requests/reporting of all personnel data and manage communications with entities such as the SC Department of Employment and Workforce, SCDSS, SCDHHS, etc. Manage organizational HR communications with stakeholders such as government entities, insurers, contractors, vendors, and other administrative contacts. Assist with building and safety codes to include fire safety codes, heating, cooling, electrical, elevator and vehicle safety and maintenance standards. Participate in the development and revision of organizational administrative policies as well as the personnel procedures.