Position Overview    

The Director of Human Resources (DHR) is responsible for the day to day operations of a full service  human resources department and utilizes key competencies such as HR expertise, relationship management, business acumen, communication, consultation and ethical practice to direct HR staff and deliver comprehensive Human Resources services. The HR department functional areas include and are not limited to: Compliance, Payroll, Employee Benefits, Recruitment, Employee Relations & Performance Management and Policy Administration.

In addition, this position works closely with Chief People Officer on development and implementation of Departmental strategic goals and related activity. To learn more about the organization, click here.

Core Principles

The job responsibilities of all staff extend to understanding and incorporating certain principles into their work and into their relationships with their colleagues.  These principles are:

• Respectful communication
• Professionalism
• Flexibility
• Responsiveness

Essential Job Functions

Team Management

• Recruit, hire and provide supervision to assigned staff so that agency and department goals are communicated effectively, job performance is continuously evaluated, and appropriate training is given.
• Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration of established policies and procedures; Identifies opportunities for improvement and resolves any discrepancies.
• Mentor and/or coach assigned staff with a focus on professional development, overall team accountability and high customer service delivery.
• Establish, in conjunction with CPO, team performance metrics.

HR Operations, Administration and Compliance

• Oversee the administration of employee benefits and payroll functions, including auditing, communication strategies and participating in industry surveys to assist in evaluating the agency’s employee benefits and payroll program.  May develop, recommend, and implement new or modified plans, programs and policies or cost control procedures, and supervise administration of existing plans.
• Manage HR team to ensure that regulatory reporting and audits occur in a timely fashion, e.g. 403(b) Census, Health Insurance Carrier Census, Vacation Liability reports, Workers Compensation, EEO Reporting, Unemployment Claims, etc.
• Manage Performance Management function, including but not limited to investigation and resolution of ongoing employee relations issues (e.g. employee complaints, performance concerns, harassment allegations, etc.) and program participant grievances or investigations involving employees, make recommendations for review with CPO and other senior managers on appropriate steps for resolution, as necessary.
• Oversees preparation of metrics related to the major HR functions, processes or employee demographics.
• Routinely audit HR records and processes to monitor costs, efficiency or liability, and assist in the evaluation of department systems in relation to annual goals and agency needs. Research and recommend new approaches, policies, and procedures to assist in the continual improvement of the department and services performed.
• Participate in the review of personnel policies and procedures including the maintenance of the employee handbook and policies and procedures manual.

• Maintain and expand knowledge and understanding of existing and proposed federal and state laws/regulations affecting human resources management.
• In conjunction with the CPO, Training department and other key stakeholders, establishes an in-house employee training system that addresses company training needs including developing a training needs assessment, new employee orientation or onboarding, management development, the measurement of training impact.
• Attend and participate in supervision, meetings, agency-wide committees and training sessions, as required.
• Serve as HR representative on assigned committees.
• Work on special projects as needed.

• Perform other duties as assigned.

Job Qualifications

• Have an understanding, appreciation, and commitment to the philosophy and mission of Community Access.
• Minimum of a bachelor’s degree or equivalent in Human Resources, Business, Organization Development.
• Five to seven years of progressive leadership experience in Human Resources positions.
• Specialized training in employment law, compensation, employee benefit design, organization development, employee relations, safety, and training, preferred.
• Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement preferred.
• PHR or SPHR certification, required.
• Demonstrated experience in system or process improvement approach to work.
• Demonstrated ability to prioritize and meet deadlines.
• Demonstrated ability to research, analyze data and prepare reports, with prior experience with HR Metrics preferred.
• Ability to build and maintain positive and collaborative relationships with all levels of staff.
• Excellent oral and written communication skills.
• Some project management experience.
• Be creative and flexible.
• Strong computer skills – intermediate or expert level MS Office user.
• Show initiative and be responsible for follow through.
• Ability to maintain confidential information, as related to position.
• Ability to work independently and as part of a team.

How to Apply

Please send resume and your value proposition with salary requirements to:  Nonprofit HR, Yvonne Rivera, Director, Talent Acquisition, yrivera@nonprofithr.com.  Please include the position title in the subject line.

Community Access is an Equal Opportunity Employer