Human Resources Director

Human Resources Director

POSITION SUMMARY:

The JCC’s Director, Human Resources (“Director of HR”) is responsible for aligning the agency’s approach to employment relationships with its overall business and mission-oriented goals and objectives. S/he will lead the agency’s human resources function including the direction, coordination, management and implementation of HR strategy. S/he must be capable of understanding and managing the diverse HR-related needs of each department across the agency. And, s/he must be capable of integrating such diverse needs into comprehensive agency-wide HR policies and protocols.

The Director of HR should be a subject-matter expert, with excellent interpersonal skills and abilities to work both independently and as a team member. Maintaining up-to-date knowledge about HR rules and regulations is vital. Exceptional communication, analytical, and problem-solving skills are also essential. The Director of HR must demonstrate sound and consistent judgment and decision-making abilities, technical skills, with strong operational and execution focus. S/he must be able to effectively communicate across all levels of the organization. S/he should be able to work in a fast-paced environment, taking initiative and prioritizing multiple tasks with minimal supervision. S/he must be a trustworthy professional with strong organizational skills and attention to detail.

The Director, Human Resources will serve as a member of the JCC’s management team and functions in alignment with the JCC’s overall program and agency operations in their entirety.

The Director, Human Resources is a full-time, exempt role.

RESPONSIBILITIES & ESSENTIAL FUNCTIONS:

• Drive Implementation of “Best-Practices” in all aspects of the Employment Cycle at the JCC
• Maintain in-depth knowledge of applicable federal, state and local laws to reduce legal risks and ensure regulatory compliance, working with legal counsel as needed. Study existing, new and anticipated legislation; enforce adherence to requirements and advise on needed actions.
• Develop, vet and implement:
  • HR policies & procedures, aligning with agency mission and objectives as directed by management;
  • Programs to address staff training & development, payroll, benefits and other employee focused programs as directed by management
• Provide HR policy & procedure guidance and interpretation.
• Provide and direct day-to-day support of the organization’s HR needs (including, without limitation, recruiting, on-boarding, leave management, holiday and vacation schedules, etc.)
• Manage review processes, including systematic creation and/or review of job descriptions

Direct and Manage Employee Relations

• Develop and foster effective working relationships between managers and employees to improve communication and build morale.
• Manage employee relations issues, conduct thorough and objective internal investigations, identify resolutions (consulting with management and legal counsel as needed) and follow up periodically as appropriate.
• Adapt management style and approach to specific situation(s) or person(s) to achieve desired results and performance.
• Support supervisors & managers by assisting, counseling and/or coaching as needed on employee management practices, performance issues, disciplinary actions, and terminations.

Leadership

• Support management by providing human resources advice, counsel, and decisions
• Respond promptly to inquiries. Handle difficult or emotional employment-related situations.
• Mentor staff; provide guidance, support and clarity
• Demonstrate problem-solving capacity; see beyond the present to anticipate future needs and opportunities.
• Manage up and share pertinent information with supervisor on a timely basis
• Update job knowledge by participating in conferences, educational opportunities and professional organizations, reading professional publications, and maintaining personal networks.
• Perform such other duties and tasks as may be assigned

QUALIFICATIONS AND REQUIRED CERTIFICATIONS:

• College Degree and relevant training in HR is required.
• Minimum 8-10 years progressive HR experience, preferably in a non-profit organization, with knowledge of:
  • Current Labor & Employment Laws
  • Diversity Programs
  • Manager & Employee Training
  • Employee Relations & Work Force Development
  • Compensation & Benefits
  • Recruitment & Retention
  • Org. Development & Strategic Business Planning
  • Performance Management
  • Policy Development & Execution
  • Knowledge of MS Office, various HRIS software &/or benefit/payroll management systems essential. Must be able to work with computers with minimal IT support.

PHYSICAL REQUIREMENTS:

• Frequently required to stand, sit, and/or walk
• Frequently required to type and use a computer
• Frequently required to speak in-person, by phone and/or by video conference

WORK ENVIRONMENTS:

• Mostly inside work
• Occasional remote work upon supervisory approval