A premier non-profit organization located in Atlanta, Georgia serving metropolitan Atlanta.
POSITION SUMMARY
The Human Resources Director will report to the CEO and will be expected to originate and lead human resources practices and objectives to provide an employee-oriented, high performance culture that emphasizes 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 benefits programs through Human Resources staff and assists and advises organization managers about Human Resources issues. The Human Resources Director guides and manages overall HR services, policies, and benefit programs for the entire organization. This Director is a member of the senior level team.
KEY RESPONSIBILITIES
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 interviewer for position finalists.
Chairs any employee selection committees or meetings.
Compensation & Benefits
Administers the organization wage and salary structure, pay policies, and oversees the variable pay systems within the organization including bonuses and raises.
Partners with corporate compensation experts 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 corporate salary survey per year.
Annually, in collaboration with the CEO and CFO, obtains cost effective, employee serving benefits
Monitors national benefits environment for options and cost savings in partnership with benefits broker.
Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
Leads the development of benefit orientation, self-service enrollment and other benefit training.
Compliance & Law
Leads organizational compliance with all existing governmental and labor legal and government reporting requirements including any related to Title VII, ADA, ADEA, FLSA, USERRA, EEOC, ERISA, COBRA, HIPAA, FMLA, FICA, WARN act) the Equal Employment Opportunity (EEO), the Department of Labor (DOL), worker’s compensation, and others as applicable.
Works with organization managers to prevent and maintain minimal organization exposure to lawsuits.
Directs the preparation of information requested or required for compliance with laws. Approves all information submitted.
Serves as the primary or secondary contact with legal counsel and outside government agencies.
Protects the interests of employees and the organization in accordance with organization policies and governmental laws and regulations.
Human Resources Information Systems HRIS
Manages the development and maintenance of the HRIS system and fully utilizes software tools to the organization’s advantage.
Manages the development and maintenance of the Human Resources sections of the organization’s website, particularly recruiting, culture, and organization information; and Intranet sites.
Employee Relations
Formulates and recommends Human Resources policies and objectives for the organization 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 organization. Monitors the implementation of a performance improvement process with non-performing employees.
Reviews, guides, and approves management recommendations for employee counseling matters and employment terminations when necessary.
Relationship Management
Builds relationships within the local, external human resources community.
Provides clear leadership that establishes credibility with employees and the HR Committee of the board of directors while fostering a team culture consistent with the organization’s values.
Management and Leadership
Provides direction and supervision to all human resources and organization staff.
Oversees the recruitment of appropriately skilled staff for new positions as and when required.
Prepares and manages the overall human resources budget.
Identifies and cultivates diverse sources of talented candidates.
Builds and maintains a high performance culture through effective performance management, communication and coaching of staff.
Training and Development
Ensures that appropriate training and development programs are implemented for the organization.
Leads the implementation of the performance management system that includes performance development plans (PDRs) and employee development programs.
Organization Development
Directs, and manages an organization-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 organization meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and intranet use.
Directs a process of organizational/workforce planning that evaluates organization structure, job design, and talent forecasting throughout the organization. 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 organization’s goals and promotes employee satisfaction.
With the executive management, leads a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization.
Keeps the CEO and the executive team informed of significant problems that jeopardize the achievement of organization goals and those that are not being addressed adequately at the line management level.
Development of the Human Resources Department
Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for efficiency improvement and resolves any discrepancies.
Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff.
Partners with Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside resources and/or vendors.
Conducts a continuing study of all human resources policies, programs, and practices to keep management informed of new developments or required changes.
Leads the development of department goals, objectives, and systems.
Establishes departmental measurements that support the accomplishment of the organization’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.
EXPERIENCE
Must have a minimum of 10 years of continuous, successful management experience in combined initiatives for human resources core functions. Seeking candidates with excellent interpersonal and communications skills, and success in dealing with a variety of people, ideas and business situations. Also required is solid, successful business experience in either for-profit or not-for-profit businesses with management responsibility and accountability. Must be proficient in the knowledge, use and development of modules for database management systems.
LEADERSHIP CHARACTERISTICS
Acts with honor and character
Is open and receptive
Has organizational savvy
Cares about others
Communicates effectively
Is creative
Manages conflict and effectively works through times of trouble
Demonstrates personal flexibility
Focuses on the bottom line
Is organized and helps others to get organized
Gets work done through others
Inspires others
Stays on point
Makes effective, complex decisions
Makes tough staffing decisions
Manages diverse relationships
Is comfortable relating effectively with top management
Manages multiple projects, prioritizes work and balances strategic and tactical issues.
Builds solid relationships
Understands the business of the business
EDUCATION & JOB REQUIREMENTS
Bachelor's degree plus a minimum of ten plus years of progressive leadership experience in Human Resources positions. Must have experience reporting to the CEO.
SPHR or specialized training in employment law, recruitment, talent management, total rewards (compensation and benefits), organizational planning, organization development, employee relations and/or preventive labor relations, preferred.
Active affiliation with appropriate Human Resources networks (such as SHRM or ASTD) and organizations and ongoing community involvement, preferred.
Possess ongoing affiliations with leaders in successful companies and organizations that practice effective human resources leadership.
Please email resume and cover letter, including salary history to the contact listed below.
