Human Resources Director

Job Overview:

OrgShakers are a global team of seasoned HR practitioners with extensive experience working in and consulting with leading organizations across multiple sectors. We are looking to add a dynamic People Director for one of our exciting clients. This position is an immediate start on a 6-month contract with the likelihood of converting to a permanent role, onsite with the ability to travel. OrgEssentials work with start-ups to help build and grow their people capability. For further information, please visit www.orgshakers.com

Job Summary:

The People Director is responsible for working with clients to align business objectives with employees. The position formulates partnerships with external vendors to deliver value-added service to management and employees that reflects the business objectives of the organization. The People Director maintains an effective level of business literacy about the clients strategy, financial position, midrange plans, culture and competition.

Supervisory Responsibilities:

• This position has no direct supervisory responsibilities but ultimately will serve as a coach and mentor for additional positions once the business grows.
• The role has access to coaching and strategic HR support from a team of experienced Chief Human Resource Officers within OrgShakers.
• OrgShakers have a team Administrator who can provide some support.

Duties/Responsibilities:

• Meets with clients (in person or virtually) to progress strategic priorities on a regular basis (eg: weekly).
• Consults with line management, providing HR guidance when appropriate.
• Partners with clients and third-party providers to ensures accurate payroll and benefits administration.
• Analyzes trends and metrics in partnership to develop solutions, programs and policies.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance Partners with external legal counsel as needed/required.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Develops contract terms for new hires, promotions, and transfers.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Identifies training needs for business units and individual executive coaching needs.
• Suggest new people strategies and investments.
• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• Performs other related duties as assigned.

Required Skills/Abilities:

• Excellent interpersonal and customer service-oriented skills.
• Excellent verbal and written communication skills.
• Confidence to advise client’s senior management.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to acquire a thorough understanding of the client’s strategy, hierarchy, jobs, qualifications, compensation, and related administrative practices.
• Ability to work onsite and travel as per client needs.
• Strong analytical and problem-solving skills.
• Excellent time management skills with a proven ability to meet deadlines.
• Organizational skills and attention to detail.
• Proficient with Microsoft Office Suite.

Education and Experience:

• Minimum of ten years of experience resolving complex employee relations issues.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity equity and inclusion, performance management, and federal and state respective employment laws.
• Bachelor's degree required.
• Master’s degree strongly preferred.
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment