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Human Resources Director

Company: Trident United Way
Date Posted: January 19, 2018


Trident United Way's mission states that we are a catalyst for transformative community change through collective impact.  A systematic approach in which many partners agree in advance on how they will approach the issue at hand and how they will determine success. These collaborations require a backbone organization to manage the partnership and ensure communication among the partners. Trident United Way often plays that backbone role. Our collaborative efforts are more than simply philanthropic – they are also strategic and data-driven. We know that the MORE educated, financially stable and healthy individuals are, the MORE our communities benefit. Our ‘More-is-More’ approach gives everyone involved the opportunity to unite and make real strides in creating lasting change right here at home. 

Trident United Way staff and volunteers are devoted to raising the financial and human resources necessary to do this transformational work. We know the importance and value of our Human Capital and are deeply committed to enhancing our corporate culture, while serving our community, with every new hire. We hope that you want to join our progressive and committed organization, so please, do not hesitate and apply today. 

 

To apply please follow the link: https://theapplicantmanager.com/jobs?pos=TW109




GENERAL JOB INFORMATION

Title:
Human Resources Director

Reports To (Title):
Chief Financial Officer

Job Type:
Director

Department:
Central Support Services

FLSA Classification:
Salaried, Exempt

Date Last Reviewed:
January 17, 2018

 
JOB SUMMARY

Trident United Way’s (TUW) Human Resources Director provides strategic and tactical leadership in the development and implementation of the organization’s human capital practices and policies.  He/she understands her role helping the organization build its capacity to find, motivate and support talent in a high performance culture that emphasizes empowerment, collaboration, diversity, inclusiveness, teamwork and excellence.  He/she will internalize the organization’s mission, vision and strategic objectives and will work across divisions and departments to build and manage a best in class human resource function.  She/he will be a naturally curious, relationship-oriented, results-driven problem solver who embraces innovation, continuous quality improvement, and TUW’s goal to become an employer of choice known for its commitment to excellence, diversity and inclusion.

 

ESSENTIAL FUNCTIONS

Essential Function 1:
Human Resources Operations

  • Stays abreast of best practices, employment legislation, industry trends, and human capital market conditions generally, and diversity and inclusion specifically, and infuses learning into human resource functions
  • Develops, implements and continually strengthens human resource functions, including hiring procedures, personnel policies, benefits administration, etc., to advance short- and long-range goals
  • Provides support, guidance, education, and as appropriate, direction to various levels of management on human resource-related matters
  • Supervises, coaches and develops Human Resource Coordinator to support the department’s ability to support organizational goal accomplishment and growth
  • In coordination with the COO, develops, implements, evaluates and improves organization’s goal setting and evaluation practices and procedures
  • In coordination with key senior team members, develops, implements, evaluates, improves and communicates guidelines, procedures and handbook policies
  • Serves as lead in disability, worker’s compensation, unemployment and other insurance claims, as well as in employment verification requests
  • Stays abreast of and maintains federal and state regulatory compliance for all human resource matters and legislation, and advises key senior team members as to relevant business impacts and risk
  • Manages departmental expenses to budget


Essential Function 2:
Employee Lifecycle Management

  • Develops, implements and continually strengthens best practice and inclusive recruitment, orientation and onboarding processes to source highly diverse and competent candidate pools and to retain a highly talented, engaged and committed team of employees
  • Oversees all general new employee orientation and role-specific onboarding processes and supports development and maintenance of the Work United curriculum
  • Develops, implements and analyzes new employee satisfaction and commitment surveys and recommends data-driven practice adjustments to senior team and management
  •  Facilitates development of and evaluates job descriptions to include position classification specifications in line with the approved compensation program  
  • Facilitates development and oversees execution of employee development and organizational training plan in coordination with the senior team and supervisors


Essential Function 3:
Compensation and Benefits Administration

  • Oversees the administration and review of an attractive employee benefits and compensation program within budget parameters
  • Manages and administers third-party human resource vendor contracts


Essential Function 4:
Human Resources Consultative Resource

  • Serves as a consultative resource to all employees providing coaching, mediation, professional development recommendations or other appropriate support as necessary
  • Serves as a consultative resource to supervisors regarding personnel matters (development, performance improvement, etc.) to support accomplishment of organizational goals while minimizing organizational risk
  • Responds to and facilitates resolution to employee relations issues such as employee complaints, harassment allegations, and civil rights complaints



ADDITIONAL RESPONSIBILITIES

  • Prepares human resource department key performance indicators as required
  • Ensures maintenance of accurate, up-to-date employee personnel records and adheres to federal archival guidelines
  • Oversees, prepares and submits required federal and state labor reports
  • Consults with legal counsel as directed by COO or CEO
  • Participates as a champion, project lead and/or member of organizational project teams as required
  • Engages in personal ongoing professional development


 
QUALIFICATIONS

Education & Experience
Education is flexible based on years’ experience in human resources. The ideal candidate will come with one of the following backgrounds:

  • Minimum of a Master’s degree with 5 or more years of progressively responsible human resource and, if relevant, business operations experience combined
  • Minimum of a Bachelor’s degree with 7 or more years progressively responsible human resource and, if relevant, business operations experience combined
  • Minimum of an Associate’s degree with 15 or more years of progressively responsible human resource and, if relevant, business operations experience combined


Other:

  • Experience working in diverse environments with employees from different cultural, socio-economic and educational backgrounds required
  • Experience with benefits administration, prior usage of an HRIS/HRMS systems and a minimum of 3 years of supervisory experience required
  • Knowledge of FLSA, EEO/AAP and other regulations required
  • Experience with social media and social networking as a recruitment tool preferred
  • A PHR, HRBP, GPHR, SPHR, HRMP, SHRM-CP, SHRM-SCP or equivalent certification preferred
  • Experience developing and implementing human resource programs designed to support organizational diversity and inclusion objectives preferred
  • Nonprofit experience is valuable

 

Skills

  • Demonstrated leadership ability, team management, and interpersonal skills
  • Excellent analytical and abstract reasoning skills
  • Ability to anticipate and recognize hurdles/obstacles and to broker collaborative problem-solving and issue resolution
  • Ability to “flex” to the styles of teammates
  • Excellent oral and written communication skills
  • Strong computer skills including Microsoft Office (Excel, Word, PowerPoint, Outlook, etc.)
  • Data-driven decision-making style
  • Flexibility with change and ability to navigate ambiguity
  • Intellectual curiosity and commitment to continuous learning and improvement
  • Ability to work in a fast-paced performance management culture
  • Ability to work in a cross-functional and cross-divisional work environment
  • Strong project management skills
  • Ability to apply broad knowledge of employment law, regulations human resource management principles and practices, benefits and compensation programs including health and 401(k) plans, organizational planning and development concepts

 

To apply for position please follow the link: https://theapplicantmanager.com/jobs?pos=TW109

 

PHYSICAL DEMANDS OF JOB

  • This job requires exerting up to 20 pounds of force frequently, and/or a negligible amount of force constantly to move objects
  • Worker must frequently use typical office equipment (telephone, copier, printer, fax, etc.)
  • Worker sits most of the time
  • Worker communicates with constituents, clients, and/or partners by phone and in person
  • Routinely required to walk and occasionally travel by car

 

WORK ENVIRONMENT

Primarily works in climate controlled office-based setting.  Hours are generally 8:30 AM to 5:00 PM, but position should expect to work outside regular business hours when necessary.

 
Please Note: Requirements, skills, and abilities described above are representative of those that must be met by an employee to successfully perform the essential functions of this position with or without reasonable accommodation. In no instance, however, should the duties, responsibilities, and requirements be interpreted as all-inclusive. Additional functions and requirements may be assigned by supervisors as deemed appropriate. Duties, responsibilities and activities may change at any time with or without notice.
 
Please Note: Requirements, skills, and abilities described above are representative of those that must be met by an employee to successfully perform the essential functions of this position with or without reasonable accommodation. In no instance, however, should the duties, responsibilities, and requirements be interpreted as all-inclusive. Additional functions and requirements may be assigned by supervisors as deemed appropriate. Duties, responsibilities and activities may change at any time with or without notice.