The Director of Human Resources develops and implements human resources programs and policies with emphasis on systems, compliance, employee relations and engagement. This key leadership position promotes and implements company values by planning and managing human resources programs, partnering with constituents across the organization and directing human resources staff.
ESSENTIAL DUTIES AND RESPONSIBILITIES
• Develops human resources strategies by identifying and researching issues; contributing information, analysis, and recommendations; and establishing human resources objectives in alignment with organizational priorities.
• Develops and refines the organization`s policies, procedures, and practices on HR-related matters and presents recommendations to senior management.
• Maintains knowledge of industry trends, HR/talent management best practices, and employment legislation and works to ensure the organization is continually refining its strategies and practices.
• Oversees compliance with federal, state and local legislation pertaining to personnel matters.
• Consults with legal counsel on personnel and policy matters as necessary and prudent.
• Oversees employee and management support services functions including performance management, employee relations, HR policy administration, and compliance.
• Assists executive management in the review, preparation and administration of compensation programs.
• Utilizes a variety of data sources to understand employee satisfaction, employee engagement, and factors related to retention and applies these findings to affect positive change.
• Works directly with department heads and managers to assist them in carrying out human resources and talent management responsibilities.
• Effectively leads projects by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.
• Recommends, designs and maintains human resources systems that meet the needs of employees, managers, and functional departments.
• Establishes metrics, benchmarks and scorecards tied to key organizational objectives for human resources management.
• Partners with the training department to design, develop and execute corporate learning and development programs tied to company objectives and goals.
• Identifies human resources-related knowledge and performance gaps throughout the organization and provides education, training and support to close those gaps.
• Actively participates in departmental meetings, operations forums, and worksite visits as needed to identify needs of the organization and employees.
• Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; and participating in professional organizations.
QUALIFICATIONS
• Bachelor`s degree in business, human resources, or relevant field (Master`s degree preferred), AND
o At least eight (8) years of progressively increasing experience in human resources management, OR
o Any similar combination of education and experience
• Management experience in multi-state environment with a distributed workforce; Healthcare industry preferred
• Experience in selection, implementation and administration of human resources information systems (HRIS)
• Business analysis and reporting skills, with the ability to utilize data to drive decision making
• Strong organizational skills, time management skills, and the ability to work unsupervised
• Strong leadership skills and impeccable communication and interpersonal skills with the ability to influence employees and leaders at all levels
• Ability to deliver effective presentations in situations ranging from small groups to large audiences
• Ability to travel domestically by car, air and other means with overnight travel of up to 15%
• Computer literacy, including knowledge of basic software applications and familiarity with MS Office, HRIS, internet, and mobile applications
PHYSICAL DEMANDS
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• The employee is regularly required to stand; walk; sit; use hands to finger, handle, or feel objects, tools or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch or crawl; and talk or hear.
• Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.
• The employee must occasionally lift and/or move up to 25 pounds.
• Working extended hours may be required as needed.
CareHere
Brentwood, TN
The Director of Human Resources develops and implements human resources programs and policies with emphasis on systems, compliance, employee relations and engagement. This key leadership position promotes and implements company values by planning and managing human resources programs, partnering with constituents across the organization and directing human resources staff.
The Director of Human Resources develops and implements human resources programs and policies with emphasis on systems, compliance, employee relations and engagement. This key leadership position promotes and implements company values by planning and managing human resources programs, partnering with constituents across the organization and directing human resources staff.
ESSENTIAL DUTIES AND RESPONSIBILITIES
• Develops human resources strategies by identifying and researching issues; contributing information, analysis, and recommendations; and establishing human resources objectives in alignment with organizational priorities.
• Develops and refines the organization`s policies, procedures, and practices on HR-related matters and presents recommendations to senior management.
• Maintains knowledge of industry trends, HR/talent management best practices, and employment legislation and works to ensure the organization is continually refining its strategies and practices.
• Oversees compliance with federal, state and local legislation pertaining to personnel matters.
• Consults with legal counsel on personnel and policy matters as necessary and prudent.
• Oversees employee and management support services functions including performance management, employee relations, HR policy administration, and compliance.
• Assists executive management in the review, preparation and administration of compensation programs.
• Utilizes a variety of data sources to understand employee satisfaction, employee engagement, and factors related to retention and applies these findings to affect positive change.
• Works directly with department heads and managers to assist them in carrying out human resources and talent management responsibilities.
• Effectively leads projects by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.
• Recommends, designs and maintains human resources systems that meet the needs of employees, managers, and functional departments.
• Establishes metrics, benchmarks and scorecards tied to key organizational objectives for human resources management.
• Partners with the training department to design, develop and execute corporate learning and development programs tied to company objectives and goals.
• Identifies human resources-related knowledge and performance gaps throughout the organization and provides education, training and support to close those gaps.
• Actively participates in departmental meetings, operations forums, and worksite visits as needed to identify needs of the organization and employees.
• Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; and participating in professional organizations.
QUALIFICATIONS
• Bachelor`s degree in business, human resources, or relevant field (Master`s degree preferred), AND
o At least eight (8) years of progressively increasing experience in human resources management, OR
o Any similar combination of education and experience
• Management experience in multi-state environment with a distributed workforce; Healthcare industry preferred
• Experience in selection, implementation and administration of human resources information systems (HRIS)
• Business analysis and reporting skills, with the ability to utilize data to drive decision making
• Strong organizational skills, time management skills, and the ability to work unsupervised
• Strong leadership skills and impeccable communication and interpersonal skills with the ability to influence employees and leaders at all levels
• Ability to deliver effective presentations in situations ranging from small groups to large audiences
• Ability to travel domestically by car, air and other means with overnight travel of up to 15%
• Computer literacy, including knowledge of basic software applications and familiarity with MS Office, HRIS, internet, and mobile applications
PHYSICAL DEMANDS
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• The employee is regularly required to stand; walk; sit; use hands to finger, handle, or feel objects, tools or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch or crawl; and talk or hear.
• Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.
• The employee must occasionally lift and/or move up to 25 pounds.
• Working extended hours may be required as needed.