Human Resources Director

This is a senior-level position to serve as a trusted confidante and strategic leader to assist with the human capital recruitment, development, engagement, and retention for the Organization. The duties include communicating within the Organization at all levels and coordinating with management to ensure compliance with HR laws and regulations. The Human Resources Director's responsibilities include, but are not limited to:Develop organization strategies by identifying and researching human resources issues.Implement human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, and compensation.Manage human resources operations by recruiting, selecting, orienting, training, coaching, and counseling staff.Develop human resources operations financial strategies by estimating, forecasting, and anticipating requirements.Accomplish special project results by identifying and clarifying issues and priorities.Support management by providing human resources advice, counsel, and decisions.Guide management and employee actions by researching, developing, writing, and updating policies.Comply with federal, state, and local legal requirements by studying existing and new legislation.Update job knowledge by participating in conferences and educational opportunities.Compile information about compensation and benefits packages based on market data.Maintain communications and participate in meetings and conference calls with the DHC Board and staff, as necessary.EDUCATIONAL REQUIREMENTSBachelor’s degree in human resources, business administration, public administration, social sciences, or closely related field from an accredited college or university is required.Master’s degree in law is preferred.REQUIREMENTSCertification as a Human Resource (PHR) or Senior Professional in Human Resources (SPHR) preferred.10 years of full-time human resources management experience with demonstrated knowledge of employment and benefits laws, employee recruitment and selection, job analysis, labor relations, employee relations, compensation, and performance management techniques.OTHER REQUIREMENTSAbility to multitask.Strong leadership skills.Solid written and verbal communication skills.Good problem-solving skills.Must have or be able to acquire a valid state driver’s license.Must pass federal, state, and local criminal investigation clearances, and pass a drug screening test administered by the Commission or its designated provider.Must be insurable under the agency’s insurance policy.KNOWLEDGEKnowledge of Housing & Urban Development Public Housing regulations and policies pertinent to the department.Knowledge pertaining to municipal, state, and federal housing acts/laws.Knowledge of contract law.Knowledge of labor and employment law.Knowledge of human resources concepts, practices, policies, and procedures.Knowledge of ADA, FLSA, COBRA, FMLA, HIPAA, TITLE VII, EEO, Workers' Compensation, FCRA.Knowledge of common law, city, state, and federal laws, rules of evidence, and judicial procedures.Knowledge of HUD programs, requirements, and policies/procedures.Knowledge of DHC and departmental policies, procedures, and goals.Knowledge of organization’s structure, policies, and procedures.Knowledge of standard office procedures, filing, and standard office equipment, including computer, fax, copier, telephone system.Knowledge of the principles and practices of automated information systems, and data processing.Knowledge of the operation of commission and HUD computer system and software.Knowledge of basic office practices, procedures, and equipment.Knowledge of organizational structure, workflow, and institutional procedures.Knowledge of traditional and electronic legal research methods.Knowledge of law office procedures and managing the workflow of a law office.Knowledge and understanding of file, record, and matter management systems.Knowledge of legal terminology, the formats of a variety of legal documents, legal processes and procedures, and court/hearing rules, records, procedures, and protocol.Knowledge of privacy and Freedom of Information laws; parliamentary procedure.REQUIRED ABILITIESAct independently.Analyze situations.Attend to details.Communicate verbally.Communicate in writing.Concentrate.Empathize.Identify problems.Initiate.Motivate.Multi-task.Organize.Think creatively.Desire to serve internal and client’s customers.REQUIRED SKILLSAllocate relevant resources, build consensus, and bridge differences to accomplish organizational goals.Analyze and interpret data and reports, and formulate recommendations and make effective decisions.Anticipate potential issues to develop preventative actions.Communicate effectively orally or in writing with relevant stakeholders, internal and external, from a variety of backgrounds.Delegate duties and assignments to achieve objectives.Provide oversight and direction to outside legal counsel; serve as relationship manager.Demonstrate leadership skills, guiding and motivating employees to accomplish organizational goals.Demonstrate writing, research, and marketing skills exhibiting fluency of ideas and originality.Develop and maintain effective working relationships with stakeholders to accomplish organizational goals.Develop policies and procedures congruent with organizations needs.Establish priorities and deadlines to assure efficiency.Exercise sound judgment in analyzing situations and identifying potential problems within scope of responsibility.Prepare and present ideas and information in formal and informal settings.Present ideas and information in a clear and concise manner.Promote intra-departmental and inter-departmental cooperation.Provide high level, quality customer service both internally and externally.Understand and apply HUD organizational rules, instructions, policies, and procedures appropriately.Use sound judgment when implementing decisions.Work under pressure of deadlines.Exercise tact, discretion, and diplomacy.Implement decisions in accordance with established requirements.Lead with vision and expertise.Manage multiple priorities and demands within established requirements.Maintain confidentiality.Organize work to maximize productivity.Plan, organize, complete, or assign work and special projects to meet organizational goals.Plan, organize, coordinate, and follow through on work projects to ensure efficiency.Compile data and prepare reports.Develop and use evaluation systems, and work simplification and process modeling tools.Establish evaluation standards and evaluate performance.Input, retrieve, download, merge, output and maintain information from software programs and systems.Interact with public and private agencies and residents to accomplish organizational goals.Master position-specific software.Operate a computer to perform various work-related tasks.Operate standard office equipment.Plan, organize, implement, evaluate, and modify systems or processes.Read and understand department-specific documentation, and policies and procedures.SUPERVISORY RESPONSIBILITIESDirect employee supervisory responsibilities of 1-5 employees.REPORTS TOExecutive Director and the Deputy Director.ESSENTIAL JOB FUNCTIONS[The fundamental job duties the individual must be able to perform, with or without accommodation; removal of these functions would fundamentally change the job]Ensure compliance with all federal, state, and local employment laws; review policies and procedures to ensure adherence to laws, regulations, and court decisions, such as ADA, FLSA, COBRA, FMLA, HIPAA, Title VII, etc.Develop and implement appropriate policies regarding employee and labor relations, performance management, staffing, equal employment opportunity, harassment, grievances, and human resources development and training.Oversee processing of salary and benefits data to assure that employees are correctly paid and that benefit elections are correct.Determine the most efficient method of recruitment and assist supervisors with the selection process by providing advice and guidance on matters such as interviewing, reference checks, background investigation, tests, and affirmative action practices.Oversee establishment, control, and maintenance of employee personnel, medical, benefits, and other human resources-related files and data.Promote a positive work environment through building and maintaining a good relationship with employees and supervisors.Review, revise, and make recommendations regarding job descriptions, employee classification and compensation changes, and reorganizations.Oversee and/or participate in labor negotiations and implementation of any bargaining agreements.Review, evaluate, and implement benefit programs including insurance, retirement benefits, holidays, etc.; recommend changes in benefits based on analysis, current trends, or other indicators; provide information to management and employees regarding benefits; and coordinate and facilitate employee participation by providing forms, assisting in the completion of forms, etc.Communicate with employees and supervisory personnel regarding complaints, grievances, and disciplinary matters.Inform employees regarding policies related to grievances, complaints, and other work-related problems.Respond to grievances, appeals, and arbitration and promote resolution.Advise supervisory personnel regarding grievances, leaves, Workers' Compensation, and disciplinary actions.Review disciplinary actions for fairness and consistency; handle appeals of reprimands by reviewing documentation, discussing with parties involved, and rendering decisions.Conduct or arrange for training on a variety of HR-related matters such as HR laws, supervision, sexual harassment, diversity, customer service, etc.Prepare and monitor department budget in accordance with established practice.Maintain knowledge of current human resources practices, procedures, and trends by attending meetings, workshops, and conferences.Develop and implement retention and diversity management programs.Supervise HR staff including making assignments, providing instruction and training, preparing performance appraisal, conducting performance interviews, and imposing discipline, if needed.Perform investigations related to harassment complaints, policy violations, and poor performance.All other duties as assigned.SUPPLEMENTAL FUNCTIONS[These are job duties the individual must be able to perform, with or without accommodation; removal of these functions would NOT fundamentally change the job]Develop, recommend, implement, and maintain a compensation system.Oversee development and revision of position descriptions.Answer inquiries from a variety of internal and external sources, and provide an explanation and interpretation of DHC's labor and employment policies, practices, and procedures.All other duties as assigned.PHYSICAL ACTIVITIES AND DEMANDSWalking.Lifting.Carrying.Pushing.Pulling.Standing.Reaching.Kneeling.Crouching.Traversing rough or uneven terrain.EQUIPMENTCommunication systems.Monitors.Scanners.Computer/laptop.Projectors.WORK ENVIRONMENTWork in hot, cold, wet surroundings.Exposed to continual, multiple distractions.SOFTWAREInternet software.Word processing software.Customer relationship management software.Database software.Payroll/human resources.Purchasing systems.Spreadsheet software.DisclaimerThis job description should not be construed as an exhaustive list of duties and responsibilities performed by persons assigned to this classification. It is not intended to limit or in any way modify the right of any supervisor or manager to assign, direct and control the work of employees under his/her supervision. All principal duties and responsibilities of this position are essential functions of the position. Job descriptions are reviewed on a regular basis and may be revised at any time. Revisions will be communicated to employees within the classification. This job description does not constitute a contract of employment; therefore, the company may exercise its employment-at-will rights at any time.

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