Top 3 Director of human resources Jobs in Tracy, Ca

DIrector of Human Resources
Workplace Solutions, Inc. —Modesto, CA
- $112,320 - $150,948 a year
- 5 years
- Research
- Master's degree
- Retirement plan
Quick Apply
10d

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DIrector of Human Resources

Workplace Solutions, Inc. -
Modesto, CA

Quick Apply

Job Details

$112,320 - $150,948 a year
10 days ago

Benefits

Retirement plan

Qualifications

Research
Bachelor's degree
Task prioritization
Public relations

Full Job Description

Community Hospice & Health Services is seeking a dynamic leader to fulfill the Director of Human Resources role. The posiiton is based in Modesto, CA.

SUMMARY: Responsible for managing a multi-site human resources (HR) functions for Community Hospice & Health Services, Community Hospice & Health Services Foundation, and CHI Management, Inc. Plans, coordinates, manages and directs all activities and programs relating to recruitment and selection, pre-employment up to hiring, new hire orientation, training and development, employee relations, performance management, audits and legal compliance, compensation and employee benefits, and rewards and recognition, safety and labor law. Serves as direct point of contact for employee relation needs for employees who need support or assistance for work place quality or work/life balance. Works closely with management and employees to achieve various organizational goals. Performs administrative support responsibilities such as tracking and scheduling training, supervising and directing maintenance of personnel files, and acts as back-up support as needed for HR department responsibilities usually handled by other HR team members. Ensures compliance to all policies and procedures.

RESPONSIBILITIES:

Employee Relations: Acts as a resource for employees and managers on employee relations and serves as primary leader of employee wellness, culture, and morale building policies, practices, and events. Communicates and interprets HR policies and procedures. Coaches/consults with managers and employees on issues including: performance, terminations, sexual harassment, discrimination, etc.
Recruitment/Selection/Retention: Oversees and participates, as needed, in the interview/screening process from internal and external sources for open positions, in cooperation with management staff. Oversees the new hire and internal transfer process. Researches and analyzes staffing trends and recruitment techniques, with a focus on attracting, selecting, retaining and motivating qualified professional/skilled and entry-level employees. Assists managers in conducting needs analysis.
Compensation: Develops and administers the compensation and incentives program, and advises management regarding increases and ensures that they are within salary and performance evaluation guidelines. Monitors competitors’ wage, salary and benefit structure and make recommendations to the President/Chief Executive Officer for compensation adjustments to ensure that the positions are competitive in the market. Works as a resource for the finance department regarding payroll compliance with labor laws.
Administration: Oversees administration and application of HR policies and procedures, which include paid time off, retirement plan, and leaves of absence. Develops and implements HR policies and procedures; prepares and maintains employee handbook. Oversees maintenance of organizational charts.
Benefits: Responsible for the administration of all employee benefits. Assists Finance in the analysis and procurement of all benefits. Researches and analyzes benefit improvements which will assist with attracting and retaining employees. Oversees the communication and interpretation of benefits, changes, and policies.
HRIS Reporting: Develops and oversees the maintenance of the HR Information System (HRIS) that meets the organizations’ personnel information needs for daily operations and strategic planning.
Orientation and Training: Oversees new employee general orientation and ongoing safety trainings. Provides individual coaching for employee or management staff development.
Worker’s Compensation: Responsible for the effective management of workers compensation programs and costs. Supervise HR Generalist in managing workers compensation cases. Provides advice and guidance regarding case and cost management. Monitors the performance of workers compensation vendors in regard to cost and service.
Maintains knowledge of legal requirements and government reporting regulations affecting HR functions and ensures policies, procedures, and reporting is compliant.
Advise Management as necessary to current policies, procedures, and labor laws.
Project Management: Manages assigned projects and coordinates the steps and time frames for implementation, presentation, and interacting with various departments.
Safety resources, program development and regulatory compliance.
Develop and oversees enterprise performance management system.
Follow all Community Hospice & Health Services and related organizational policies and procedures including, but not limited to, safety, infection control, privacy and confidentiality.
All other duties as assigned.

Additional Responsibilities:

Consults with legal counsel as appropriate, and/or as directed by the CEO on personnel
Participates on committees and special projects and seeks additional responsibilities.

SUCCESS FACTORS:

Excellent analytical, people management, project management and organizational skills.
Ability to train, supervise and develop staff.
Ability to interpret and apply labor law and organizational policies in a consist manner.
Excellent analytical, people management, project management and organizational skills.
Ability to train, supervise and develop staff.
Ability to interpret and apply labor law and organizational policies in a consist manner.
Demonstrates success in conflict resolution and risk assessment.
Ability to influence at all levels, exhibiting group process and facilitation skills.
Ability to plan and accomplish multiple priorities simultaneously, while maintaining a high degree of organizational responsiveness.
Ability to organize, adapt, problem solve and re-prioritize activities and projects to meet deadlines in an environment of rapid change and growth.

QUALIFICATIONS:

Bachelor’s degree in Business Administration, Human Resources, or related field, Master’s Degree preferred.
Five years of experience in an upper management position of human resources, with experience in all areas of HR.
Knowledge of state and federal, regulations relating to employment and employee education.
Knowledge of corporate business management.
Good written and oral communication skills and public relations skills.

Interested and qualified candidates, shall submit cover sheet and resume expressing interest.

EOE

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