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DIRECTOR OF HUMAN RESOURCES
Human Resources, FT Employee
St. Vincent de Paul Village, Inc. (San Diego, CA)
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Position Summary: Directs the human resources functions including employment, compensation, benefits, safety (IIPP), training, affirmative action/equal employment, employee relations and services in support of organization objectives. Advices management on labor and other legal issues relative to employment. Participates as a member of the senior management team in the development and implementation of organization-wide policies and programs that will contribute to its overall success.
o In conjunction with the President, formulate and recommend Human Resources strategy, policies and objectives for the entire organization.
o Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale.
o Identify legal requirements and government reporting regulations affecting Human Resources functions (e.g. OSHA, FEHC, EEO, ERISA, and Wage & Hour).
o Monitor exposure of the organization. Act as primary contact with labor counsel and outside government agencies.
o Responsible for all HR related compliance reporting and practices. Including but not limited to EEOC and FLSA related actions.
o Protect interests of employees and the organization in accordance with the organization’s Human Resources policies and governmental laws and regulations.
o Final approval for Employee Relations related appeals, decisions and actions.
o Responsible for the development and execution of Manpower Planning and Succession Planning processes and related activities.
o In conjunction with the President, establish wage and salary structure, pay policies, performance appraisal programs, employee benefit programs and services, and the organization’s health & safety programs.
o Establish standard recruiting and placement practices and procedures.
o Responsible for the development of comprehensive in-house management training programs that address organization needs across division lines.
o Select and coordinate use of Human Resources consultants, insurance brokers, insurance carriers, pension administrators, training specials, labor counsel, and other outside resources.
o Conduct continuing studies and audits of all Human Resources policies, programs, and practices to keep top management informed of new developments.
o Prepare periodic reports and HR related metrics to top management, as necessary or requested.
o Perform other reasonably related business duties as assigned by immediate supervisor and other management as required.
Minimum Education and Experience: BA or equivalent in Human Resources; specialized training in organizational planning, compensation, and preventive labor relations. Any equivalent combination of education (e.g. Human Resources Certification, PHR), experience and training that provides the required knowledge, skills, and abilities. Generalist background with broad knowledge of employment, compensation, organizational planning, employee relations, and training and development; eight (8) to ten (10) years experience gained through increasingly responsible management positions within Human Resources or a minimum of three years recent experience at the highest level of Human Resources management in a like size organization.
Market Education and Education: Requires knowledge of human resources and industrial relations processes, including compensation and benefits, policies and procedures, employment and labor relation typically gained through a bachelor’s degree in Industrial Relations or Human Resources and eight (8) to ten (10) years’ experience gained through increasingly responsibilities management positions within Human Resources or a minimum of three years recent experience at the highest level of Human Resources.
Preferred Education and Experience: Master’s degree in Human Resources Management, Business and/or Personnel Administration, Organizational Behavior, Organizational Development, Public Administration or a closely related field with course work in human resources management-related subjects and three (3) year to five (5) years’ experience as the top Human Resources executive of a non-profit agency with 300-500 employees.
• Knowledge of HRIS computer systems preferred is ADP Workforce Now.
• High energy level, comfortable performing multifaceted projects in conjunction with day-to-day activities.
• Superior interpersonal abilities. Ability to get along with diverse personalities, tactful and flexible.
• Good reasoning abilities–sound judgment.
• Good communication skills.
• Resourceful and well organized.
• Ability to establish credibility and be decisive–but able to recognize and support the organization’s preferences and priorities.
• Results and people oriented, but with sound judgment–ability to balance other business considerations.
• Service oriented, but assertive/persuasive. (1786)
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