MERS
MERS is hiring: HR Director in Lansing
MERS, Lansing, MI, United States, 48900
General Description
The HR Director plays a crucial role in fostering a high-performing service model of HR services within MERS. This position is responsible for leading and managing all aspects of human resources (including oversight of the HR team and budget), ensuring alignment with our mission, vision and strategic goals. The HR Director will work closely with leadership to develop and implement HR strategies that support our mission-driven approach and enhance organizational performance, in a manner consistent with the MERS People Leader Competencies.
Duties and Responsibilities
Strategic HR Leadership:
• Develop and implement HR strategies that align with MERS's mission, vision and guiding principles, including but not limited to diversity and inclusion.
• Provide strategic and operational guidance and support to leadership on HR matters.
• Recommend new approaches, policies, and procedures to continually improve efficiency and effectiveness of human resources services.
Talent Acquisition and Management:
• Oversee the recruitment, selection, and onboarding processes to attract and retain top talent.
• Implement effective talent management practices to support employee development and career growth.
Employee Relations and Engagement:
• Foster a positive culture and inclusive and diverse work environment in alignment with the MERS guiding principles.
• Create strong partnerships within the organization, with an emphasis on positive work culture, to develop and implement effective HR strategies
• Address employee concerns and resolve conflicts in a fair and timely manner.
Performance Management:
• Develop and manage a performance management approach that drives high performance and aligns with organizational objectives.
• Provide coaching and support to managers and employees.
Compliance and Policy Management:
• Ensure compliance with all relevant labor laws and regulations.
• Develop, implement, and maintain HR policies and procedures.
• Provides oversight of the maintenance of all human resources related records (HRIS, personnel files, etc.)
Workforce Planning and Training and Development:
• Establish programs to ensure that MERS has the right people with the right skills in the right positions at the right time.
• Identify training needs and develop programs to enhance employee skills, knowledge and abilities.
Compensation and Benefits:
• Oversee compensation and benefits programs to ensure they are competitive and aligned with organizational goals.
• Conduct regular compensation reviews and make recommendations for improvements.
HR Metrics and Reporting:
• Monitor and analyze HR metrics to assess the effectiveness of HR initiatives. Provide regular reports to leadership on HR performance and trends.
Knowledge of:
• Human resources best practices
• Employee relations best practices
• Employment law
• Strategic planning and execution and knowledge of project/change management
• Pension and benefit administration
Skill in:
• Organizing and leading
• Communicating verbally and in writing
• Empathy and emotional intelligence
• Interpersonal communication, being self-aware, effective management and leadership skills
• Customer service
• Analytical thinking and reasoning with a focus on awareness of biases, emotions, and perspectives
Ability to:
• Maintain strong commitment to each of the MERS guiding principles.
• Collaborate with others in the organization.
• Motivate teams to produce quality materials within tight timeframes and simultaneously manage multiple projects.
• Deal professionally, courteously, and efficiently with the internal and external customers.
• Relate to people at all levels of MERS and influence different personalities.
• Work independently and be capable of making quality decisions with minimal direction.
• Maintain a high level of personal and professional integrity, ethics, and confidentiality.
• Solve problems through influence and resolve concerns.
• Listen to concerns, resolve conflicts, and mediate between parties.
• Work proficiently in HR systems.
Education:
• Bachelor's degree in Human Resources, Psychology or Business Administration
Experience:
• Eight (8) years of increasingly responsible experience in a human resources environment.
• Significant experience in coaching, mentoring, leadership and supervision is required.
• Affiliation with various human resource associations is highly desirable.
• Or an equivalent combination of education and experience.
Licensure, Certification, or Registration:
• SHRM-CP/SHRM-SCP or PHR/SPHR certification is preferred.
Preferred Qualifications
• Master's degree in Human Resources or Business Administration.
Physical Requirements:
The physical demands described here are representative of those that must be met by an employee to perform successfully the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to handle, or feel objects, tools or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch or crawl; talk or hear.
• The employee must occasionally lift and/or move up to 25 pounds.
• Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception and the ability to focus.
Working Conditions:
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• Location: All work of this position will be performed on site at MERS main office or remote work location.
• Weather: While performing the duties of this job, the employee is not exposed to weather conditions.
• Noise: The noise level in the work environment is usually moderate.
The HR Director plays a crucial role in fostering a high-performing service model of HR services within MERS. This position is responsible for leading and managing all aspects of human resources (including oversight of the HR team and budget), ensuring alignment with our mission, vision and strategic goals. The HR Director will work closely with leadership to develop and implement HR strategies that support our mission-driven approach and enhance organizational performance, in a manner consistent with the MERS People Leader Competencies.
Duties and Responsibilities
Strategic HR Leadership:
• Develop and implement HR strategies that align with MERS's mission, vision and guiding principles, including but not limited to diversity and inclusion.
• Provide strategic and operational guidance and support to leadership on HR matters.
• Recommend new approaches, policies, and procedures to continually improve efficiency and effectiveness of human resources services.
Talent Acquisition and Management:
• Oversee the recruitment, selection, and onboarding processes to attract and retain top talent.
• Implement effective talent management practices to support employee development and career growth.
Employee Relations and Engagement:
• Foster a positive culture and inclusive and diverse work environment in alignment with the MERS guiding principles.
• Create strong partnerships within the organization, with an emphasis on positive work culture, to develop and implement effective HR strategies
• Address employee concerns and resolve conflicts in a fair and timely manner.
Performance Management:
• Develop and manage a performance management approach that drives high performance and aligns with organizational objectives.
• Provide coaching and support to managers and employees.
Compliance and Policy Management:
• Ensure compliance with all relevant labor laws and regulations.
• Develop, implement, and maintain HR policies and procedures.
• Provides oversight of the maintenance of all human resources related records (HRIS, personnel files, etc.)
Workforce Planning and Training and Development:
• Establish programs to ensure that MERS has the right people with the right skills in the right positions at the right time.
• Identify training needs and develop programs to enhance employee skills, knowledge and abilities.
Compensation and Benefits:
• Oversee compensation and benefits programs to ensure they are competitive and aligned with organizational goals.
• Conduct regular compensation reviews and make recommendations for improvements.
HR Metrics and Reporting:
• Monitor and analyze HR metrics to assess the effectiveness of HR initiatives. Provide regular reports to leadership on HR performance and trends.
Knowledge of:
• Human resources best practices
• Employee relations best practices
• Employment law
• Strategic planning and execution and knowledge of project/change management
• Pension and benefit administration
Skill in:
• Organizing and leading
• Communicating verbally and in writing
• Empathy and emotional intelligence
• Interpersonal communication, being self-aware, effective management and leadership skills
• Customer service
• Analytical thinking and reasoning with a focus on awareness of biases, emotions, and perspectives
Ability to:
• Maintain strong commitment to each of the MERS guiding principles.
• Collaborate with others in the organization.
• Motivate teams to produce quality materials within tight timeframes and simultaneously manage multiple projects.
• Deal professionally, courteously, and efficiently with the internal and external customers.
• Relate to people at all levels of MERS and influence different personalities.
• Work independently and be capable of making quality decisions with minimal direction.
• Maintain a high level of personal and professional integrity, ethics, and confidentiality.
• Solve problems through influence and resolve concerns.
• Listen to concerns, resolve conflicts, and mediate between parties.
• Work proficiently in HR systems.
Education:
• Bachelor's degree in Human Resources, Psychology or Business Administration
Experience:
• Eight (8) years of increasingly responsible experience in a human resources environment.
• Significant experience in coaching, mentoring, leadership and supervision is required.
• Affiliation with various human resource associations is highly desirable.
• Or an equivalent combination of education and experience.
Licensure, Certification, or Registration:
• SHRM-CP/SHRM-SCP or PHR/SPHR certification is preferred.
Preferred Qualifications
• Master's degree in Human Resources or Business Administration.
Physical Requirements:
The physical demands described here are representative of those that must be met by an employee to perform successfully the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to handle, or feel objects, tools or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch or crawl; talk or hear.
• The employee must occasionally lift and/or move up to 25 pounds.
• Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception and the ability to focus.
Working Conditions:
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• Location: All work of this position will be performed on site at MERS main office or remote work location.
• Weather: While performing the duties of this job, the employee is not exposed to weather conditions.
• Noise: The noise level in the work environment is usually moderate.