Human Resources Director

Job Description

THE DILWEG COMPANIES, LLC
HUMAN RESOURCES DIRECTOR 

 

 

The Human Resources Director leads Human Resources practices and objectives to provide a high-performance culture emphasizing empowerment, excellence, productivity standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

 

The Human Resources Director coordinates the implementation of services, policies, and programs approved by Executive Leadership. The Human Resources Director reports to the COO and assists and advises company managers about Human Resources issues.

 

The Human Resources Director guides and manages overall Human Resources services, policies, and programs for the company. The Director should have the following education, experience, and skill set:

 

Human Resources Director Requirements - Education and Experience

• Broad knowledge and experience in administration of HR Department, recruiting & hiring, compensation & benefits, HR systems, training & development, employee relations, HR law, organizational planning & development, as well as other Human Resource programs.
• Strong oral and written communication skills. 
• Excellent interpersonal and coaching skills. 
• Demonstrated ability to interact effectively with company Executive Leadership. 
• Excellent computer skills in a Microsoft Windows environment. Must include Excel and skills in database management and record keeping. 
• Evidence of the practice of a high level of confidentiality. 
• 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. 
• Active affiliation with appropriate Human Resources networks and organizations.

 

Development of the Human Resources Department

• Oversees the implementation of Human Resources programs.
• Monitors administration to established standards and procedures.
• Identifies opportunities for improvement and resolves any discrepancies.
• Develops and monitors an annual budget that includes - Human Resources services, employee recognition, company charitable events or philanthropic giving.
• Selects and supervises Human Resources consultants, attorneys, training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside support.
• Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments. 
• 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. 
• Develop and administer programs, procedures, and guidelines to help align the workforce with the strategic goals of the company. 
• Participates in management, and company staff meetings and attends other meetings and seminars. 
• With Executive Leadership, annually plans the company's philanthropic and charitable giving.

 

Employment Recruiting & Hiring Practices

• 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.
• Establish policy and procedure for onboarding and orientation for new employees.

 

Compensation & Benefits (wellness & health)

• 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. 
• Leads participation in salary survey.
• With the assistance of the COO, obtains cost effective, employee benefits, and monitors national benefits environment for options and cost savings. 
• Leads the development of benefit orientations and other benefit training. 
• Recommends changes in benefits offered.

 

Human Resources Information Systems HRIS

• Manages the development and maintenance of the Human Resources sections of the Internet, online recruiting, culture, and company information.
• Review and select HR software or system utilized by the company.

 

Training and Development

• Defines all Human Resources training programs and assigns the authority/responsibility of 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 employee training system that addresses company training needs including training needs assessment
• Assists managers with the selection and of external training programs and consultants. 

 

Employee Relations

• 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 company complaint procedure.

 

Human Resource Law

• Leads 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 others. 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 Development

• Designs, 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, monitors, and helps drive the company culture so that it supports goals and promotes employee satisfaction. 
• Leads a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization. 
• Keeps the COO and the Executive Leadership informed of significant problems that jeopardize the achievement of company goals.
• Policy development and documentation (Employee handbook)

Background

Background check and drug test required. Our company uses E-Verify.

 

Compensation

Excellent salary and benefits package. (Health insurance, IRA, life insurance, long-term disability insurance, short term disability insurance, dental and vision insurance, paid holidays, accrued vacation and sick time.)

For immediate consideration, RESUME is required.