The Director/Senior HR Generalist will assist in managing the day-to-day operations of the Human Resource department.  The Director/Senior HR Generalist will be a business partner to all departments and executives.  The Director/Senior HR Generalist will have demonstrated success in the following:  An engaging business partner who has developed creditable relationships across all levels of an organization, had some prior Human Resource Information Systems (HRIS) experience, Strong employee relations, training & development & excellent stand up presentation skills, compensation and incentive program development, high volume talent acquisition, and organizational development and design.

 

The Director/ Senior HR generalist would be involved with all of the following:

 

• Talent acquisition strategy development and execution
  
   
• development of compensation and incentive programs
  
   
• performance management and improvement systems;
  
   
• organizational design development;
  
   
• managing associate relations
  
   
• training development and presentation
  
   
• policy development and communication
  
   
• company-wide committee facilitation;
  
   
• company employee communication
  
   
• HR business partner  to executive team
  
   

The Director/Senior Human Resources Generalist originates and leads Human Resources practices and objectives that will provide an employee-orientated, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

The Director/Senior Human Resources Generalist coordinates implementation of services, policies, and programs through Human Resources staff; reports to the Vice President of Human Resources, and assists and advises company executives about Human Resources issues.

Essential Functions:

 

Development of the Human Resources Department

 

• Create, implement and manage programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
• Manage department goals, objectives, and systems.
• Manage administrative staff meetings and attends other meetings and seminars.
• Create, implement and manage departmental measurements that support the accomplishment of the company's strategic goals.
• Assists with the monitoring of an annual budget.

Human Resource Information Systems

 

• Maintains employee-related data bases.

Training and Development

 

• Develop and implement of the performance management system that includes performance development plans (PDPs) and employee development programs.
• Develop and establish of an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or onboarding, management development, production cross-training, the measurement of training impact, and training transfer.
• Assists managers with the selection and contracting of external training programs and consultants.
• Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
• Assists with the development of and monitors the spending of the corporate training budget.
• Maintains employee training records.

Employment

 

• Manages the recruitment process for exempt and nonexempt employees and interns using the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
• Conducts the recruiting planning meetings when needed staff is identified.
• Reviews resumes for all candidates and interview nonexempt, and exempt when assigned, candidates for employment.

Employee Relations

 

• Assists with the development of Human Resources policies for the company with regard to employee relations.
• Partners with management to communicate Human Resources policies, procedures, programs and laws.
• Recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Participates in the conduct of investigations when employee complaints or concerns are brought forth.
• Advises managers and supervisors about the steps in the progressive discipline system of the company. Counsels managers on employment issues.

Compensation

 

• Assists with the monitoring of the company wage and salary structure and the variable pay systems within the company including bonuses and raises.
• Provides competitive market research and prepares pay studies to help establish pay practices and pay bands that help to recruit and retain superior staff.

Laws

 

·        Complies with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth.

·        Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.

Organization Development

 

·        Assists with the carrying out of a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.

·        Assists with employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.

·        Helps monitor the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.

·        Assists with the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.

·        Evidence of the practice of a high level of confidentiality.