Director of Human Resources- The Whole Person

JOB SUMMARY
The Director of Human Resources (DHR) reports to the Executive Director. The DHR is a member of the senior management team and coordinates human resource management activities of an organization to maximize the strategic use of human resources and maintain functions such as employee compensation, recruitment, personnel policies, and regulatory compliance

ESSENTIAL FUNCTIONS
1. OVERSIGHT OF COMPENSATION AND BENEFITS
Job Functions Tasks
Manage compensation information, documentation and reports
•Oversee the design and development of compensation strategy and programs.
•Adjust paid leave balances,
•Ensure leave reports are correct
Prepare occupational classifications and salary scales.
•Review all salary and wage scales; propose appropriate revisions Prepare and maintain company salary structure, job documentation, and job evaluation systems. Complete salary survey questionnaires. Oversee compensation programs to ensure regulatory compliance and competitive salary levels.
•Review FLSA classifications.
Manage benefits information, documentation and reports.
Periodically review benefits packages and propose changes.
•Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
•Administer insurance programs, health, dental life, long and short term disability.
•Develop retirement plan which can include counseling, paperwork, leave payout, retirement benefits, and insurance benefits.
•Facilitate communication with insurance providers and broker.
•Provide verification of employment, wages and benefits.
•New employee orientation concerning benefits.
•Participates in termination process by completing necessary forms and final pay calculations.
•Processing unemployment information.
* Administer and explain benefits to employees, serve as liaison between employees and insurance carriers. Direct the administration of benefit programs including: health, retirement, death, disability, and unemployment.

2. RECRUITMENT AND SELECTION
Job Functions Tasks
Identify staff vacancies and support recruitment, interviewing and selection of applicants.
•Assist the development and placement of appropriate advertisements in designated media venues.
•Interview (or screen) job applicants; review applications/resumes; evaluate applicant skills and make recommendations regarding applicants’ qualifications
•Develop and maintain relationships with employment agencies, universities and other recruitment sources.
•Conduct background and reference checks.
•Coach and counsel hiring managers on hiring policies and processes and applicable employment law
Create company strategic recruitment and selection plan
•Evaluate job positions, determine FLSA classification, salary ranges, and complete hiring process.
Manage Job Descriptions
•Develop standard for job descriptions and revise all to meet the standard.
•Develop job descriptions for new positions
•Review all job descriptions annually; proposing revisions as needed

3. PERSONNEL POLICIES, PROCEDURES AND WORKPLACE RULES
Job Functions Tasks
Manage Personnel Policies and Procedures
•Maintain and update all employee handbooks such as policies, procedures, etc.
•Review Personnel Policies and Procedures periodically, proposing revisions as needed
Ensure all employees receive a formal annual performance evaluation
•Review personnel files and develop deadlines for completion of evaluations for all employees
•Provide training for managers in completing annual performance evaluations
•Report periodically to the executive director uncompleted evaluations

4. EEO/ADA AND OTHER FEDERAL, STATE AND LOCAL LAWS
Job Functions Tasks
Advise on local, state and federal employment regulations. Provide information and instructions to all employees with regard to employment and accessibility law and regulations (including: FLSA, ADA, Equal Pay Act, Civil Rights Act, the Rehabilitation Act (esp. section 504), Immigration Reform and Control Act. Consolidated Omnibus Budget Reconciliation Act (COBRA), Health Insurance Portability and Accountability Act (HIPAA), Equal Employment Opportunity, IRS section 125, Uniform Services Employment and Reemployment act (USERRA), drug-free workplace, prevention of sexual harassment, prevention of violence in workplace, fair, consistent and equitable practices concerning disciplinary actions, appeals, employee relations, employee placement, hiring practices, position classification, compensation, leaves and absences, personnel documentation and record keeping.
Plan and conduct sexual harassment training.
•Develop Sexual Harassment manual
•Conduct annual sexual harassment training.
Train Management
•Provide managers with training in employment law and regulations

5. TRAINING, EDUCATION AND DEVELOPMENT
Job Functions Tasks
Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
•Develop an orientation manual that includes at least:
o an introduction to The Whole Person, Inc.
o an organizational flowchart
o complete description of organizational departments and programs
o an introduction to independent living philosophy
o Policies and Procedures
o Create sheets for operating systems such as phone and Outlook
employee forms (travel, expense, leave, etc.)
•Conduct new employee orientation.
Arrange for disability related training
•Provide training necessary to ensure all employees are familiar with a wide variety of disabling conditions.
Promote career development opportunities
•Promote leadership and teamwork skill building all employees
•Collaborate with the executive director to build and foster a strong management team.
•Collaborate with management team to build and foster a strong employee team
•Support the development of highly educated, motivated and skilled workers is critically important.
•Recommend, develop and schedule training and development courses. Create company strategic training and organizational development plan to meet personal, professional, and organizational needs of company employees.

6. EMPLOYEE HEALTH AND WELLNESS
Job Functions Tasks
Wellness Program
•Provide TWP with programs, education, and information that emphasize personal health responsibility through healthy lifestyles to reduce health insurance claims.
•Develop medically related information materials library
Safety Program Emergency Preparedness
•Prevention of workplace violence
•Promote workplace safety
•Prepare, monitor and administer emergency/disaster response procedures
Employee Assistance Program
•Provide resources or referral to other resources to resolve personal or professional problems or crises.

7. EMPLOYEE RELATIONS AND RECOGNITION
Job Functions Tasks
Foster positive attitude toward TWP mission and vision.
•Develop and present an annual all-employee presentation on the mission and vision of The Whole Person.
•Facilitate the annual employee retreat
Provide for positive employee relations
•Provide advice, assistance and follow-up on company policies, procedures, and documentation.
•Recommend employee-friendly company policies.
•Develop and recommend operating policy and procedural improvements.
•Coordinate the resolution of specific policy-related and procedural problems and inquiries.
•Periodically review grievance policy
•Assist executive director in the investigation of complaints
Employee Recognition
•Develop recognition criteria
•Develop incentive criteria
•Promote recognition throughout the year
•Recognition Event
•Annual Employee Service Awards

8. ORGANIZATIONAL DEVELOPMENT
Job Functions Tasks
Promote organizational awareness
•Coach and counsel employees and managers on organizational structure, reporting relationships, job classifications, formal and informal roles, power and leadership relationships, and the dynamics of the organization
•Help the organization as whole and individual departments to develop and redevelop visions, goals and strategies in on going process of growth productivity improvements and improve their overall effectiveness.
Maintain personnel and Health records • Recommend, develop and maintain human resource data bases, computer software systems, and manual filing systems. Evaluate procedures and technology solutions to improve human resources data management.

9. SUPERVISION
Job Functions Tasks
Hire, train, supervise, and evaluate volunteer/ membership coordinator
•Develop a job description for the position of volunteer/membership coordinator to report to the Director of HR.
•Upon approval of the executive director, fill the position.
Monitor the performance and quality of work of the volunteer/membership coordinator
•Review job description to ensure agreement with actual duties.
•Review job performance at least as often as prescribed by policy

10. OTHER DUTIES
Job Functions and Tasks
Accomplish all tasks as appropriately assigned or requested by the Executive Director. • Report activities to with the Executive Director at least once a week

QUALIFICATIONS

The HR position requires a broad knowledge and training in a comprehensive field of study providing human resource management abilities in:
 Oral Comprehension and Expression—the ability to listen to and understand information and ideas presented through spoken words and sentences; the ability to communicate information and ideas in speaking so others will understand
 Written Comprehension and Expression—the ability to read and understand information and ideas presented in writing; the ability to communicate information and ideas in writing so other will understand
 Problem Sensitivity—the ability to tell when something is wrong or is likely to go wrong (it does not involve solving the problem, only recognizing there is a problem).
 Speech Clarity and Recognition—the ability to speak clearly so others can understand you; the ability to identify and understand the speech of another person.
 Deductive and Inductive Reasoning—the ability to apply general rules to specific problems to produce answers that make sense; the ability to combine pieces of information to form general rules or conclusions (includes find a relationship among seemingly unrelated events).

A relevant Bachelor’s Degree is required (or full time relevant experience may be substituted on a year for year basis). Four years full time experience in Human Resources, with an additional two years supervisory experience preferred.

The person must be able to apply logical thinking. The person must be able to perform the essential functions. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
STATUS: Full time, Exempt

This position is open until filled. NO PHONE CALLS PLEASE. If you are selected for an interview, someone from our organization will contact you.

Interested applicants should e-mail a cover letter and resume to David Robinson, Executive Director at drobinson@thewholeperson.org