EMPLOYMENT HR DIRECTOR

HR Director Job Description

We are seeking an experienced HR Director with outstanding people skills to manage our personnel and ensure that our human resources programs and initiatives are effective, efficient, and aligned to overall business objectives. Duties for the HR Director will include supervising HR personnel, dealing with employee grievances and disputes, supporting employee development, enhancing job satisfaction, designing onboarding procedures, implementing HR strategies that support business objectives, forecasting staffing needs, mitigating risk, structuring benefit packages, maintaining employee records, managing budgets, designing accountability mechanisms, and overseeing overall employment needs.

The ideal candidate for this role should possess a high work ethic, excellent communication skills, knowledge of labor regulations and HR practices, strategic thinking abilities, strong organizational skills, and excellent interpersonal skills. The exceptional HR Director should improve HR processes, implement strategies that support business growth, improve morale and employee retention, enhance safety and wellness, strengthen relations between staff and employers, manage job satisfaction, attract the best recruits, and promote the organization’s values.

HR Director Responsibilities:

• Developing and implementing human resources policies.
• Supporting strategic objectives.
• Hiring staff and negotiating employment agreements.
• Ensuring compliance with laws and regulations.
• Managing staff wellness and performance reviews.
• Motivating and supporting current staff.
• Maintaining staff records.
• Handling employee benefits.
• Identifying staffing needs and creating job descriptions.
• Designing and directing training programs.

HR Director Requirements:

• Bachelor’s degree in Human Resources Management.
• Excellent communication skills.
• Highly organized.
• Superior interpersonal skills.
• Detail-oriented.
• Good problem-solving skills.
• Budget management experience.
• Strong people skills.
• Knowledge of labor laws and regulations.
• Computer literacy.

1. How do you consolidate HR strategies with overall business objectives?

Look for candidates that demonstrate critical thinking and good strategic thinking abilities. Candidates should also have a good understanding of how to correct staffing strategies and procedures impact overall business performance.

2. How do you direct and drive a positive work environment?

Look for candidates that stress the importance of good relations between staff and employers. Candidates should also demonstrate good people skills and a focus on staff wellness.

3. How do you deal with challenges, labor disputes, and violations?

Look for candidates that demonstrate good communication and problem skills. Candidates should also demonstrate excellent knowledge and understanding of laws and regulations governing labor practices.

4. What do you look for when recruiting a candidate?

Look for candidates that look for recruits with a good balance of educational qualifications and work experience. Candidates should also demonstrate an understanding of policies such as affirmative action.

5. How do you promote diversity in the workplace?

Look for candidates that demonstrate an understanding and sensitivity to culture, religion, and sexual orientation issues. Candidates should also demonstrate a strong grasp of laws and regulations.

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 and staffing;
• organizational and space 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 committee facilitation;
• company employee and community communication;
• compensation and benefits administration;
• employee safety, welfare, wellness, and health;
• charitable giving; and
• employee services and counseling.

The Human Resources Director originates and leads Human Resources practices and objectives that will provide an employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

The Human Resources Director coordinates implementation of services, policies, and programs through Human Resources staff; reports to the 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.
• Personal ongoing development.

Development of the Human Resources Department

• Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. 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 functions 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.
• With the CEO and CFO, annually plans the company’s philanthropic and charitable giving.

Human Resources Information Systems HRIS

• Manages the development and maintenance of the Human Resources sections of both the Internet, particularly recruiting, culture, and company information; and Intranet sites.
• Utilizes Great Plains software to the company’s advantage.

Training and Development

• 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 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.

Employment

• 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 an interviewer for position finalists.
• Chairs any employee selection committees or meetings.

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.

Compensation

• 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 at least one salary survey per year.

Benefits

• With the assistance of the CFO, obtains cost-effective, employee serving benefits; monitors national benefits environment for options and cost savings.
• Leads the development of benefit orientations and other benefits training.
• Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.

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 so forth. 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 and 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 and monitors the organization’s culture so that it supports the attainment of the company’s goals and promotes employee satisfaction.’s culture so that it supports the attainment of the company’s goals and promotes employee satisfaction.
• Leads a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization.
• Manages the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.

• Keeps the CEO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level.

 The Human Resources Director assumes other responsibilities as assigned by the CEO.

To perform the Human Resources Director job successfully, an individual must be able to perform each essential responsibility satisfactorily. These requirements are representative, but not all-inclusive, of the knowledge, skill, and ability required to lead as the company Human Resources Director.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Human Resources 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 provides 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.

Education and Experience

• 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.
• Possess ongoing affiliations with leaders in successful companies and organizations that practice effective Human Resources Management.

Physical Demands

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 environment characteristics are representative of the environment the Human Resources 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.

CALIFORNIA SPECIFIC CRITERION

This list of items the candidates for H​R director should read.  We will ask them if they have experience with each item listed.  These pertain to the State of California.
Tax credits and exemptions.Workforce Development Program.Energy and Environmental Program.Innovative Hub Program.Trade Expansion Program.Employment Training Panel.Apprenticeship Standards.Workforce Investment Board.CalVetJoint Venture Program.CA Competes Tax Credit Program. International Affairs and Trade Program.OSHA 10/30
The next list is a general list. Safety; does the candidate have experience writing a safety plan? Does the candidate have experience in recruiting business and/or franchise brokers? What creative ideas does the candidate have for business? Does the candidate have an OSHA rating? What methods will be used to recruit and retain new employees? What training and development will be planned for the candidates? What will be the planned timetable to recruit the employees needed. Has the candidate recruited for any assembly factory jobs? Has the candidate recruited for electric vehicle recharging stations? Has the candidate recruited for residential construction workers? Has the candidate recruited for a biomass steam electric generator and ocean water and desalination apparatus?
The candidate should create, design, develop and implement the following: Company Code of Conduct and rules and regulations.CA and national credits, grants, and incentives. Legal and notices.Taxes, payroll, personal and business.Insurance, disability, health, vision, dental, auto, home, personal liability, professional liability, life, and accident.
Union contract –  Collective-bargaining Agreement for twenty, /20(, years.
Employment contract.Payscale and pay periods.Benefits and incentives package to recruit and retain new employees.The budget needed to recruit employees. Entrepreneurial business training to buy a business.  See the businesses for sale on the website. Employees benefit from buying a new home.  See the benefits on the website. Employee and other stock options opportunities.