Human Resources Director

The Director of Human Resources, hands on position, guides and manages the overall provision of Human Resources services, policies, and programs for the entire company. In addition, originates and leads Human Resources practices and objectives that will provide an employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce. The Director of Human Resources coordinates implementation of services, policies, and programs through Human Resources staff; reports to the COO and assists and advises company managers in Human Resources matters.JOB DUTIES AND RESPONSIBILITIESDevelopment of the Human Resources DepartmentImplementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.Manages the work of Human Resources staff, recruiting and onboarding. Encourages the ongoing development of the Human Resources staff.Develops and monitors an annual department budget that includes Human Resources services to include employee programs.Partnering with COO, select and supervise Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside resources.Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.Leads the development of department goals, objectives, and systems.Establishes departmental measurements that support the accomplishment of the company's strategic goals.Prepares and maintains such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.Participates in executive, management, and company staff meetings and attends other meetings and seminars.Human Resources Information Systems HRISManages the development and maintenance of the Human Resources sections of the HRIS system, particularly recruiting, culture, and company information, and SharePoint sites.Utilizes payroll software to the company's advantage.Training and DevelopmentDefines and develops all Human Resources training programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.Implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation and onboarding, management development, production cross-training, the measurement of training impact, and training transfer.Assists managers with the selection and contracting of external training programs and consultants.Assists with the development of and monitors the spending of the corporate training budget.EmploymentEstablishes and leads the standard recruiting and hiring practices and procedures necessary to recruit, hire and retain a superior workforce.Chairs any employee selection committees or meetings.Employee RelationsFormulates and recommends Human Resources policies and objectives for the company about employee relations.Partners with management to communicate Human Resources policies, procedures, programs, and laws.Determines and recommends employee relations practices necessary to establish a positive employer employee relationship and promote a high level of employee morale and motivation.Develop and administer a performance evaluation program.Conducts investigations related to employee complaints or concerns are brought forth.Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.Reviews, guides, and approves management recommendations for employment terminations.Leads the implementation of company safety and health programs. Monitors the tracking of OSHA required data.Reviews employee appeals through the company complaint procedure.CompensationPartner with COO and other resources; establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises.Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.Monitors all pay practices and systems for effectiveness and cost containment.Participation in at least one salary survey per year.With the assistance of the Director of Finance, obtains cost-effective, employee serving benefits; monitors national benefits environment for options and cost savings.Development of benefit orientations and other benefit training.Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.LawLeads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits.Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies.Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.Organization and DevelopmentDesigns and directs and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.Directs a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management.Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.Leads a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization.Manages the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.Keeps the COO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level.The Human Resources Manager assumes other responsibilities as assigned by the COO.Required Knowledge, Skills, and Abilities:To perform this position successfully, you must be able to perform each essential duty and responsibility satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties and responsibilities. The requirements listed below are representative of the knowledge, skill, and/or ability required.Knowledge of the principles and practices of Human Resources and governmental rules, regulations, and procedures, including OSHA regulations and the Workers' Compensation claims management process.Broad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development.Above average oral and written communication skills.Excellent interpersonal and coaching skills.Demonstrated ability to lead and develop Human Resources staff members.Demonstrated ability to serve as a successful participant on the executive management team that provides company leadership and direction.Excellent computer skills in a Microsoft Windows environment. Must include Excel and skills in database management and record keeping.General knowledge of various employment laws and practices.Experience in the administration of benefits and compensation programs and other Human Resources programs.Evidence of the practice of a high level of confidentiality.Excellent organizational skills.Required Education and Experience:Bachelor's Degree in Human Resources or related field or applicable experience.PHR or SHRM-CP certification preferred.Minimum 5 years relevant Human Resource Management experience.Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred.LICENSES/CERTIFICATIONS/CEUs:Valid Florida Driver's License and good driving record with no more than 4 points.PHYSICAL DEMANDSThe physical demands described here are representative of those that must be met by an employee to successfully perform the essential duties and responsibilities of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties and responsibilities.REGULARLY REQUIRED:

to sit, use arms/hands to reach, manipulate, handle, or feel objects, tools, or controls; written and verbal communication, ability to hear.OCCASIONALLY REQUIRED:

to stand, walk, stoop, kneel or crouch and lift and/or move up to 10 pounds.WORK ENVIRONMENTThe work environment characteristics described here are representative of those an employee encounters while performing the essential duties and responsibilities of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties and responsibilities.The work environment is that of a substance abuse treatment milieu which may include:Exposure to clients infected with Hepatitis B, HIV, TB, or other Infectious DiseasesBusiness-related travel may be requiredPhoenix House Florida is an Equal Opportunity Employer, and all qualified applicants and team members will be considered for employment and advancement without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, national origin, age, marital status, disability, genetic information, military or veteran status or any other characteristic protected by federal, state, or local law.

#J-18808-Ljbffr