Friends of Switchpoint Inc
Human Resources Director
Friends of Switchpoint Inc, Salt Lake City, Utah, United States, 84193
ORGANIZATION:
Friends of Switchpoint is a non-profit organization that has been serving individuals, families, and veterans in Utah who are experiencing poverty and homelessness since 2014.
OUR MISSION
To empower those in need by addressing the underlying cause of poverty, providing a comprehensive plan, and supporting their journey to self-sufficiency.
OUR VISION
Every individual embodies their worth and value with self-esteem, hope and abilities restored, thriving in affordable housing.
CULTURE VALUES:
Kindness – Remember Kindness is Contagious!
Connection – It’s why we’re here and what gives purpose & meaning to life!
Kinship – We want you and those we serve to feel a sense of Belonging.
Self-Worth – Treat people the way they can become w/True Value & Worth!
Self-Reliance – Learn your role and take initiative!! We want “Fishermen”!
GUIDING PRINCIPLES:
Golden Rule: To treat all people as we ourselves would wish to be treated.
Positive Influence: To judge our effectiveness by the extent to which individual lives are saved & improved by the positive experience of the people we influence.
Leadership: To lead by example, developing, promoting, and sharing new ideas and programs to help those experiencing homelessness.
Authenticity: To do what we say we do.
Transparency: To be open and honest in our relationships.
OUR MOTTO:
It Takes All of Us to end homelessness.
PURPOSE:
Plan, direct, or coordinate human resources activities and staff of an organization. Take ownership of all HR matters across the company from recruitment to performance reviews, wage reviews, disciplinary action, and learning and development.
RESPONSIBILITIES
Consistently recruiting excellent staff
Maintaining a smooth and effective onboarding process that instills Switchpoint Culture and Values
Promote positive work culture and morale
Staff development, training, counseling, and coaching.
Meet with department managers relating to staff concerns and employee expectations.
Resolving conflicts through positive and professional mediation
Carrying out necessary administrative duties
Provide support to department managers and staff
Facilitating or conducting performance and wage reviews
Developing clear policies and ensuring policy awareness. Monitor compliance and protect the agency’s liability
Creating clear concise reports as needed
Giving helpful and engaging presentations/trainings
Maintaining and reporting on workplace health and safety compliance by following the health and safety guidelines recommended by local, state, and federal regulations.
Implement, facilitate, and encourage participation in staff recognition and rewards program
Handling workplace investigations, disciplinary, and termination procedures
Maintaining employee and workplace privacy and confidentiality
Leading a team of junior HR managers/assistants
Maintain employee/personnel files and HR database, DHS files, performance reviews.
Close and exit employee personnel files after termination of employment
File workmen’s comp claims and unemployment responses.
Oversee Company benefit, open enrollment and new-hire enrollment
SKILLS
Active Learning:
Understanding the implications of new information for both current and future problem-solving and decision-making.
Active Listening:
Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
Critical Thinking:
Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
Learning Strategies:
Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things.
Mathematics:
Using mathematics to solve problems.
Monitoring:
Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
Reading Comprehension:
Understanding written sentences and paragraphs in work related documents.
Speaking:
Talking to others to convey information effectively.
Writing:
Communicating effectively in writing as appropriate for the needs of the audience.
Coordination:
Adjusting actions in relation to others' actions.
Instructing:
Teaching others how to do something.
Negotiation:
Bringing others together and trying to reconcile differences.
Persuasion:
Persuading others to change their minds or behavior.
Service Orientation:
Actively looking for ways to help people.
Social Perceptiveness:
Being aware of others' reactions and understanding why they react as they do.
Complex Problem Solving:
Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
Judgment and Decision Making:
Considering the relative costs and benefits of potential actions to choose the most appropriate one.
Management of Financial Resources:
Determining how money will be spent to get the work done, and accounting for these expenditures.
Management of Material Resources:
Obtaining and seeing to the appropriate use of equipment, facilities, and materials needed to do certain work.
Management of Personnel Resources:
Motivating, developing, and directing people as they work, identifying the best people for the job.
Time Management:
Managing one's own time and the time of others.
Computer Skills:
Including spreadsheets, presentations, internet navigation, word processing, graphics, databases, etc.
WORK CONTEXT
Body Positioning:
Requires sitting.
Communication:
Requires telephone conversations.
Requires use of electronic mail.
Requires writing letters and memos.
Requires face-to-face discussions with individuals or teams.
Requires contact with others (face-to-face, by telephone, or otherwise).
Competition:
Awareness of competitive pressures.
Conflict Resolution:
Requires dealing with unpleasant, angry, or discourteous people.
Impact of Decisions:
Requires making decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
Opportunity to make decisions without supervision.
Level of Challenge:
Requires repeating the same physical activities or mental activities over and over.
Freedom to determine tasks, priorities, and goals.
Requires being exact or highly accurate.
Pace & Scheduling:
Requires meeting strict deadlines.
Personal Interaction:
Requires coordinating or leading others in accomplishing work activities and working with others in a group or team.
Responsibility for Others:
Responsibility for work outcomes, results + health and safety of others.
Recordkeeping and Reporting:
Report critical incident(s) immediately to Regional Director.
Collect data necessary to meet funding requirements and statistical reports.
TASKS
Serve as a link between management and employees by handling questions, interpreting, and administering contracts and helping resolve work-related problems.
Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.
Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
Represent organization at personnel-related hearings and investigations.
Negotiate bargaining agreements and help interpret labor contracts.
Identify staff vacancies and recruit, interview, and select applicants.
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits.
Investigate and report on industrial accidents for insurance carriers.
Administer compensation, benefits, and performance management systems, and safety and recreation programs.
Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.
Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of Switchpoint.
Allocate human resources, ensuring appropriate matches between personnel.
Oversee the evaluation, classification, and rating of occupations and job positions.
Plan and conduct new employee orientation to instill Switchpoint culture and foster positive attitude toward Switchpoint’s objectives.
Train and support Switchpoint managers to conduct new employee orientation and onboarding at different locations.
Analyze training needs to design employee development, language training, and health and safety programs.
Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
Prepare and follow budgets for personnel operations.
Conduct exit interviews to identify reasons for employee termination.
Work with department managers and teams in strengthening communication and performance.
ACTIVITIES
Communicating with Supervisors, Peers, or Subordinates:
Liaise between departments or other groups to improve function or communication. Represent the organization in external relations.
Establishing and Maintaining Interpersonal Relationships:
Resolving Conflicts and Negotiating with Others:
Assist managers/supervisors in resolving employee conflicts. Mediate conflicts if needed between employees.
Staffing Organizational Units:
Administer compensation or benefits programs. Hire personnel. Recruit personnel.
Getting Information:
Interview employees, customers, or others to collect information. Investigate accidents, injuries, harassment claims, etc.
Evaluating Information to Determine Compliance with Standards:
Provide Consultation and Advice to Others:
Advise others on career or personal development. Advise others on legal or regulatory compliance matters. Recommend organizational process or policy changes.
Developing and Building Teams:
Work with department managers and teams in strengthening communication and performance.
Coaching and Developing Others:
Provide ongoing coaching and training for management and staff in the following areas:
Culture
Resilience
Sensitivity
Communication
Safety
Emotional Culture/Companionate Love
Self-Care & Coping strategies
Leadership/Competency
Burnout Prevention
Guiding, Directing, and Motivating Subordinates:
Coordinate special events or programs. Manage human resources activities. Supervise employees. Communicate organizational policies and procedures.
Developing Objectives and Strategies:
For Retention, Incentives/Rewards, Wage competitiveness, Needs Assessments.
Organizing, Planning, and Prioritizing Work:
Training and Teaching Others:
Conduct or Oversee employee training programs.
CPR/First Aid
De-Escalation
QPR
Trauma-Informed Care
Job competencies
REQUIREMENTS
Bachelor’s in Human Resources or equivalent (preferred)
Experience in human resources or related field
PHR or SHRM-PC (preferred)
Ability to build and maintain positive relationships with colleagues
Experience in conflict resolution, disciplinary processes, and workplace investigations
Experience in educating and coaching staff
Experience in following and maintaining workplace privacy
Ability to give presentations
Experience is using computers for a variety of tasks
Competency in Microsoft applications including Word, Excel and Outlook
Valid UT Driver License
COMPENSATION:
Wage range starts at $82,000 annually and caps at $92,000/annually
#J-18808-Ljbffr
Friends of Switchpoint is a non-profit organization that has been serving individuals, families, and veterans in Utah who are experiencing poverty and homelessness since 2014.
OUR MISSION
To empower those in need by addressing the underlying cause of poverty, providing a comprehensive plan, and supporting their journey to self-sufficiency.
OUR VISION
Every individual embodies their worth and value with self-esteem, hope and abilities restored, thriving in affordable housing.
CULTURE VALUES:
Kindness – Remember Kindness is Contagious!
Connection – It’s why we’re here and what gives purpose & meaning to life!
Kinship – We want you and those we serve to feel a sense of Belonging.
Self-Worth – Treat people the way they can become w/True Value & Worth!
Self-Reliance – Learn your role and take initiative!! We want “Fishermen”!
GUIDING PRINCIPLES:
Golden Rule: To treat all people as we ourselves would wish to be treated.
Positive Influence: To judge our effectiveness by the extent to which individual lives are saved & improved by the positive experience of the people we influence.
Leadership: To lead by example, developing, promoting, and sharing new ideas and programs to help those experiencing homelessness.
Authenticity: To do what we say we do.
Transparency: To be open and honest in our relationships.
OUR MOTTO:
It Takes All of Us to end homelessness.
PURPOSE:
Plan, direct, or coordinate human resources activities and staff of an organization. Take ownership of all HR matters across the company from recruitment to performance reviews, wage reviews, disciplinary action, and learning and development.
RESPONSIBILITIES
Consistently recruiting excellent staff
Maintaining a smooth and effective onboarding process that instills Switchpoint Culture and Values
Promote positive work culture and morale
Staff development, training, counseling, and coaching.
Meet with department managers relating to staff concerns and employee expectations.
Resolving conflicts through positive and professional mediation
Carrying out necessary administrative duties
Provide support to department managers and staff
Facilitating or conducting performance and wage reviews
Developing clear policies and ensuring policy awareness. Monitor compliance and protect the agency’s liability
Creating clear concise reports as needed
Giving helpful and engaging presentations/trainings
Maintaining and reporting on workplace health and safety compliance by following the health and safety guidelines recommended by local, state, and federal regulations.
Implement, facilitate, and encourage participation in staff recognition and rewards program
Handling workplace investigations, disciplinary, and termination procedures
Maintaining employee and workplace privacy and confidentiality
Leading a team of junior HR managers/assistants
Maintain employee/personnel files and HR database, DHS files, performance reviews.
Close and exit employee personnel files after termination of employment
File workmen’s comp claims and unemployment responses.
Oversee Company benefit, open enrollment and new-hire enrollment
SKILLS
Active Learning:
Understanding the implications of new information for both current and future problem-solving and decision-making.
Active Listening:
Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
Critical Thinking:
Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
Learning Strategies:
Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things.
Mathematics:
Using mathematics to solve problems.
Monitoring:
Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
Reading Comprehension:
Understanding written sentences and paragraphs in work related documents.
Speaking:
Talking to others to convey information effectively.
Writing:
Communicating effectively in writing as appropriate for the needs of the audience.
Coordination:
Adjusting actions in relation to others' actions.
Instructing:
Teaching others how to do something.
Negotiation:
Bringing others together and trying to reconcile differences.
Persuasion:
Persuading others to change their minds or behavior.
Service Orientation:
Actively looking for ways to help people.
Social Perceptiveness:
Being aware of others' reactions and understanding why they react as they do.
Complex Problem Solving:
Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
Judgment and Decision Making:
Considering the relative costs and benefits of potential actions to choose the most appropriate one.
Management of Financial Resources:
Determining how money will be spent to get the work done, and accounting for these expenditures.
Management of Material Resources:
Obtaining and seeing to the appropriate use of equipment, facilities, and materials needed to do certain work.
Management of Personnel Resources:
Motivating, developing, and directing people as they work, identifying the best people for the job.
Time Management:
Managing one's own time and the time of others.
Computer Skills:
Including spreadsheets, presentations, internet navigation, word processing, graphics, databases, etc.
WORK CONTEXT
Body Positioning:
Requires sitting.
Communication:
Requires telephone conversations.
Requires use of electronic mail.
Requires writing letters and memos.
Requires face-to-face discussions with individuals or teams.
Requires contact with others (face-to-face, by telephone, or otherwise).
Competition:
Awareness of competitive pressures.
Conflict Resolution:
Requires dealing with unpleasant, angry, or discourteous people.
Impact of Decisions:
Requires making decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
Opportunity to make decisions without supervision.
Level of Challenge:
Requires repeating the same physical activities or mental activities over and over.
Freedom to determine tasks, priorities, and goals.
Requires being exact or highly accurate.
Pace & Scheduling:
Requires meeting strict deadlines.
Personal Interaction:
Requires coordinating or leading others in accomplishing work activities and working with others in a group or team.
Responsibility for Others:
Responsibility for work outcomes, results + health and safety of others.
Recordkeeping and Reporting:
Report critical incident(s) immediately to Regional Director.
Collect data necessary to meet funding requirements and statistical reports.
TASKS
Serve as a link between management and employees by handling questions, interpreting, and administering contracts and helping resolve work-related problems.
Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.
Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
Represent organization at personnel-related hearings and investigations.
Negotiate bargaining agreements and help interpret labor contracts.
Identify staff vacancies and recruit, interview, and select applicants.
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits.
Investigate and report on industrial accidents for insurance carriers.
Administer compensation, benefits, and performance management systems, and safety and recreation programs.
Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.
Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of Switchpoint.
Allocate human resources, ensuring appropriate matches between personnel.
Oversee the evaluation, classification, and rating of occupations and job positions.
Plan and conduct new employee orientation to instill Switchpoint culture and foster positive attitude toward Switchpoint’s objectives.
Train and support Switchpoint managers to conduct new employee orientation and onboarding at different locations.
Analyze training needs to design employee development, language training, and health and safety programs.
Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
Prepare and follow budgets for personnel operations.
Conduct exit interviews to identify reasons for employee termination.
Work with department managers and teams in strengthening communication and performance.
ACTIVITIES
Communicating with Supervisors, Peers, or Subordinates:
Liaise between departments or other groups to improve function or communication. Represent the organization in external relations.
Establishing and Maintaining Interpersonal Relationships:
Resolving Conflicts and Negotiating with Others:
Assist managers/supervisors in resolving employee conflicts. Mediate conflicts if needed between employees.
Staffing Organizational Units:
Administer compensation or benefits programs. Hire personnel. Recruit personnel.
Getting Information:
Interview employees, customers, or others to collect information. Investigate accidents, injuries, harassment claims, etc.
Evaluating Information to Determine Compliance with Standards:
Provide Consultation and Advice to Others:
Advise others on career or personal development. Advise others on legal or regulatory compliance matters. Recommend organizational process or policy changes.
Developing and Building Teams:
Work with department managers and teams in strengthening communication and performance.
Coaching and Developing Others:
Provide ongoing coaching and training for management and staff in the following areas:
Culture
Resilience
Sensitivity
Communication
Safety
Emotional Culture/Companionate Love
Self-Care & Coping strategies
Leadership/Competency
Burnout Prevention
Guiding, Directing, and Motivating Subordinates:
Coordinate special events or programs. Manage human resources activities. Supervise employees. Communicate organizational policies and procedures.
Developing Objectives and Strategies:
For Retention, Incentives/Rewards, Wage competitiveness, Needs Assessments.
Organizing, Planning, and Prioritizing Work:
Training and Teaching Others:
Conduct or Oversee employee training programs.
CPR/First Aid
De-Escalation
QPR
Trauma-Informed Care
Job competencies
REQUIREMENTS
Bachelor’s in Human Resources or equivalent (preferred)
Experience in human resources or related field
PHR or SHRM-PC (preferred)
Ability to build and maintain positive relationships with colleagues
Experience in conflict resolution, disciplinary processes, and workplace investigations
Experience in educating and coaching staff
Experience in following and maintaining workplace privacy
Ability to give presentations
Experience is using computers for a variety of tasks
Competency in Microsoft applications including Word, Excel and Outlook
Valid UT Driver License
COMPENSATION:
Wage range starts at $82,000 annually and caps at $92,000/annually
#J-18808-Ljbffr