HR Director
Location: Leesburg, Virginia
Description: CitiStaff is presently looking of HR Director right now, this occupation will be dwelled in Virginia. For detail informations about this occupation opportunity please give attention to these descriptions. Human Resources Sr. Director/Leader Position Description
Direct Hire in Troy, MI
The Human Resources Director guides and manages the overall provision of Human Resources services, policies, ! and programs for the entire company. The major areas directed are:
- Recruiting, staffing and talent management;
- organizational planning
- performance management and improvement systems;
- organization development;
- employment and compliance to regulatory concerns;
- employee orientation, development, and training;
- policy development and documentation;
- employee relations;
- company-wide communication facilitation;
- company employee and community communication;
- compensation and benefits administration;
- employee safety, welfare, wellness and health; and
- Employee services and counseling.
The Sr. Human Res! ources Director coordinates implementation of services, policies, and programs through Human Resources staff; reports to the President/CEO and serves on the executive management team; and assists and advises company managers about Human Resources issues.
Primary Objectives:
- Safety of the workforce.
- Development of a superior workforce.
- Development of the Human Resources department.
- Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.
- Professional ongoing development.
- Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.
- Oversees and manages the work of reporting Human Resources staff. Encourages t! he ongoing development of the Human Resources staff.
- Develops and monitors an annual budget that includes Human Resources services, employee recognition, and administration.
- Selects and supervises Human Resources consultants and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources.
- 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.
- Directs the preparation and maintenance of 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 admi! nisters programs, procedures, and guidelines to help align the workforc! e with the strategic goals of the company.
- Participates in executive, management, and company staff meetings and attends other meetings and seminars.
- Manages the development and maintenance of the Human Resources sections of the Internet, particularly recruiting, culture, and company information; and Intranet sites.
- Utilizes HRIS software to the company’s advantage.
- Defines all Human Resources training programs, and assigns the authority / responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
- Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.
- Establishes an in-house emplo! yee training system that addresses company training needs including training needs assessment, new employee orientation or 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.
- Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
- Interviews management- and executive-level candidates; serves as interviewer for position finalists.
- Chairs any employee selection committees or meetings.
- Formulates and recommends Human Resources policies and objectives for the company with regard to employee relations.
- Partners with managemen! t to communicate Human Resources policies, procedures, programs and law! s.
- Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
- Conducts investigations when 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.
- Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and proce! dures. Identifies opportunities for improvement and resolves any discrepancies.
- Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff.
- Develops and monitors an annual budget that includes Human Resources services, employee recognition, sports teams support, company philanthropic giving, and administration.
- Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources.
- 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.
- Directs the preparation! and maintenance of such reports as are necessary to carry out the func! tions 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.
- Manages the development and maintenance of the Human Resources sections of the Internet, particularly recruiting, culture, and company information; and Intranet sites.
- Utilizes Great Plains software to the company’s advantage.
- Defines all Human Resources training programs, and assigns the authority / responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, em! ployee handbooks, and standardized reports.
- Leads the 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 or 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.
- Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
- Interviews management- and executive-level candidates; serves as interviewer for position finalists.
- Chairs ! any employee selection committees or meetings.
- Formulates and recommends Human Resources policies and objectives for the company with regard to 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.
- Conducts investigations when 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 compa! ny complaint procedure.
Human Resources Sr. Director Requirements
- 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 pr! ovides company leadership and direction.
- Demonstrated ability ! to interact effectively with the company Board of Directors.
- 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.
- Minimum of a Bachelor's degree or equivalent in Human Resources, Business, Organization Development.
- Ten plus years of progressive leadership experience in Human Resources positions.
- Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred.
- Active affiliation with appropriate Human! Resources networks and organizations and ongoing community involvement, preferred.
These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the Human Resources Director's job. Reasonable accommodation can be made to enable people with disabilities to perform the described essential functions of the Human Resources Director's job.
While performing the responsibilities of the Human Resources Director's job, the employee is required to talk and hear. The employee is often required to sit and use their hands and fingers, to handle or feel. The employee is occasionally required to stand, walk, reach with arms and hands, climb or balance, and to stoop, kneel, crouch or crawl. Vision abilities required by this job include close vision.
Work Environment
While performing the responsibilities of the Human Resources Director's job, these work environm! ent characteristics are representative of the environment the Human Res! ources Director will encounter. Reasonable accommodations may be made to enable people with disabilities to perform the essential functions of the Human Resources Director's job.
While performing the duties of this job, the employee is occasionally exposed to moving mechanical parts and vehicles. The noise level in the work environment is usually quiet to moderate.
Conclusion
This job description is intended to convey information essential to understanding the scope of the Human Resources Director's position and it is not intended to be an exhaustive list of skills, efforts, duties, responsibilities or working conditions associated with the position.
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This occupation starts available on: Fri, 03 May 2013 04:34:40 GMT