- Project Management
- Customer Service
- Human Resources
- Analysis Skills
- Microsoft Office
Title: Director of Human Resources
Department: Human Resources
Reports To: Chief Operating Officer
Location: All Sites
Position Status: Full-time
FLSA Status: Exempt
SUMMARY OF POSITION
The Director of Human Resources (HR) will work closely as a member of the Senior Leadership team to provide oversight of all aspects of human resource delivery and support. This position will serve as a strategist and implementer in the areas to include talent acquisition, on-boarding, training and employee development, performance management, employee relations, and off-boarding. The Director of HR will ensure compliance with federal, state and all applicable laws governing employment as well as with the agency's policies and procedures. This position reflects a combination of strategic focus with hands-on responsibility for developing and designing efficient workflows, processes, and procedures for a range of human resources functions. The Director of Human Resources will be an administrative expert as well as a positive change agent who will focus on building a culture of quality service and a community with strong, productive professional relationships across the agency. The Director will serve as liaison with the parent company, Hudson River Healthcare facilitating communication and assisting with collaboration. S/he will directly contribute to achieving the strategic human resource priorities for Community Health Action of Staten Island (CHASI) and inspire confidence and trust in the talent management and human resources function.
Employee Relations: Counsel and advise management on complex employee relations and conflict management/resolution, FLSA determination, compliance and training; interpret and communicates policies; evaluate and advise on options and solutions; make recommendations for approaches and alternatives. Guide supervisors in employee relations enhancing the internal capacity. Demonstrate depth of knowledge in employee relations, benefits administration, training and development, and workforce planning, and apply that knowledge to influence others toward successful solutions.
Benefits: Support benefits administration for staff including orientation to plans, enrollments and changes. Manage open enrollment, unemployment and workers compensation claims. Work closely with finance to ensure accurate changes and updates are in place.
Policies: Assist in the development and implementation of personnel policies and procedures; provide guidance and counseling to supervisors regarding the application of policies to ensure that appropriate employment practices are implemented; update and maintain employee handbook; advise management on employee issues with attention to applicable laws to ensure the agency’s liability is minimal; track employee related trends and data; analyze and prepare related summary reports.
Compliance: Provide oversight of mandated compliance activities for the workforce including on-boarding and off-boarding, background checks, and ensure adherence to applicable federal/state/local laws and regulations. Conduct regular compliance checks and recommend revisions where necessary. Develop training materials and conduct compliance training.
Internal Investigations: Conduct and/or participate in internal investigations, including creating investigation plan; conducting interviews; preparing summaries; interacting with outside/corporate counsel, when needed.
Workforce Analytics: Develop and analyze ongoing and ad-hoc reports pertaining to employee personnel information and data within areas of responsibility. Identify themes and trends in HR/functional areas and identify areas of strength to build on or weakness to address.
Culture Development: Collaborate with COO and senior team to promote a professional, supportive and inclusive work environment. Assist in developing initiatives to communicate code of conduct, cultural competency, ethical compliance and serve as a role model in these areas.
The above is intended to describe the essential job functions, the general supplemental functions and the essential requirements for the performance of the job. It is not to be construed as an exhaustive statement of all the job functions.
Undergraduate degree and relevant work experience OR relevant work experience with HR certification required. Graduate degree preferred. Five or more years experience managing multiple human resources functions. Community based, not for profit experience preferred.
Demonstrated ability to quickly learn the needs of a broad range of departments and individuals.
Must be solutions-oriented and flexible with a creative approach to problem solving.
Experience investigating complaints and facilitating conflict resolution through counsel, coaching and mediation.
Strong negotiating skills and the ability to conduct difficult/sensitive conversations successfully.
Demonstrated ability to maintain strict confidentiality.
Solid grasp and knowledge of employment and labor laws/regulations.
Demonstrated ability to provide customer service excellence in a "high touch" diverse environment.
Demonstrated experience building relationships across all levels of an organization.
Analytical skills and ability to think strategically and creatively to anticipate and solve problems.
Effective oral/written/presentation skills.
Demonstrated organizational and project management skills and ability to meet deadlines.
Strong computer skills with MS Office and HRIS.