The Director of Human Resources has primary responsibility for improving individually and collectively the performance of employees, management and the Company through strategic leadership and culture initiatives in alignment with the Company’s mission, strategy and values. The Director of HR also directs and coordinates HR activities for the Company in partnership with executive management to identify talent gaps and address the needs of departments with a particular focus on the retention and recruitment of key talent. Areas of responsibility include, but are not limited to:
- HR strategy and planning
- Talent acquisition and onboarding
- Change leadership
- Rewards (compensation, benefits and recognition)
- Employee engagement and communications
- Labor relations
- Performance management
- Career pathing and workforce development
Essential Duties and Responsibilities
Strategic Development, Planning, Execution and Results:
- Develop HR strategy aligned with the Company’s business strategy, in partnership with the executive team. Lead execution of strategic initiatives;
- Support the Company’s current and future business needs through a talent management strategy that facilitates the attraction, recruitment, development, engagement, motivation and retention of talent;
- Manage the design and development of the overall reward strategy and programs. Analyze competitive compensation and benefits data to inform strategy on an ongoing basis;
- Leverage HR and business best practices. Evaluate legislation, arbitration decisions, collective bargaining contracts and competitive practices to identify relevant industry trends and best practices;
- Develop and maintain HR metrics to report to Company Management and inform decision making.
Values and Culture
- Model to and partner with the executive team to operationalize the Company’s Cultural Values to nurture a positive and rewarding work environment;
- Integrate an employee engagement approach into the HR strategy, including an internal communications plan;
- Incorporate change leadership methods and approach in support of HR and key business initiatives.
HR Leadership and Workforce Development:
- Help ensure that the HR organization has the capabilities and processes required to help develop and execute the HR strategy. Assess, develop, and mentor the HR team in recruitment, training, and retention of employees;
- Develop and implement an overall workforce learning and development strategy aligned with the Company’s business strategy.
- Negotiate and enforce Collective Bargaining Agreement;
- Consult with outside legal counsel in matters of employment practices and corporate policies to ensure compliance with local, state and federal regulations. (e.g., OSHA, EEO, FMLA, CFRA, Workers’ Compensation, ERISA, FLSA, Wage & Hour);
- Provide advice and counsel to Company management to address current and emerging employee relations issues;
- Provide support and guidance to Company management in addressing performance concerns.
HR Policies and Operations
- Administer the performance evaluation process in alignment with the Company’s strategic goals and Culture. Work with Company management to ensure the effective and equitable application of employee evaluations and performance improvement plans;
- Identify government reporting requirements impacting HR and ensure that all procedures and reporting are in compliance;
- Maintain current Plant Rules, Code of Safe Work Practices, and Administrative Personnel Policies;
- Administer the Company’s benefit programs (health, dental, vacation, etc.) to ensure competitiveness and cost effectiveness.