Director- Human Resources

Reports to: President of Administration Department: EXECUTIVE

Classification: Exempt Division: Human Resources

MAJOR FUNCTION:

Develops Human Resources policies and programs for the entire company. The major areas covered are organizational planning organizational development employment indoctrination and training employee relations compensation benefits safety and health and employee services. Originates Human Resources practices and objectives that will provide a balanced program throughout all divisions. Coordinates implementation through Human Resources staff. Reports to the President of Administration as the ranking Human Resources executive in the company. Assists and advises senior management on Human Resources issues.

COMPETENCIES:

1. Formulates and recommends Human Resources policies and objectives for the entire company.
2. Determines and recommends employee relations practices necessary to establish a positive employeremployee relationship and promote a high level of employee morale.
3. Identifies legal requirements and government reporting regulations affecting Human Resources functions (e.g. OSHA EEO TEFRA ERISA Wage and Hour). Monitors exposure of the company. Directs the preparation of information requested or required for compliance. Approves all information submitted. Acts as primary contact with labor counsel and outside government agencies.
4. Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Approves recommendations for terminations. Reviews employee appeals through complaint procedure.
5. Directs a process of organizational planning that evaluates structure job design and manpower forecasting throughout the company. Coordinates activities across division lines. Evaluates plans and changes to plans. Makes recommendations to senior management.
6. Directs a process of organizational development that primarily addresses succession planning throughout the company. Coordinates activities across division lines. Evaluates plans and changes to plans. Makes recommendations to senior management.
7. Establishes wage and salary structure pay policies performance appraisal programs employee benefit programs and services and company safety and health programs. Monitors for effectiveness and costs containments.
8. Establishes standard recruiting and placement practices and procedures. Reviews variances to schedules. Interviews executivelevel candidates.
9. Establishes inhouse management training programs that address company needs across division lines (e.g. Performance Appraisal Interviewing).
10. Defines all Human Resources programs and authority/responsibility of Human Resources and line management within those programs. Provides necessary education and materials to line management and employeesworkshops manuals employee handbooks standardized reports.
11. Oversees implementation of programs through Human Resources staff. Monitors administration to standards. Identifies opportunities and resolves discrepancies.
12. Selects and coordinates use of Human Resources consultants insurance brokers insurance carriers pension administrators training specialists labor counsel and other outside sources.
13. Conducts a continuing study of all Human resources polices programs and practices to keep top management informed of new developments.
14. Directs the preparation and maintenance of such reports as are necessary to carry out functions of department. Prepares periodic reports to top management as necessary or required.
15. Formulates and administrates companyunion agreements when applicable. Represents the company in matters of daytoday negotiations as provided for in various agreements between the company and the union.
16. Keep CEO and Sr Executive management informed of significant problems that jeopardize the achievement of objectives and those which are not being addressed adequately at the line management level.
17. Ensures that all documentation and procedures are maintained in regards to ISO policies relating to Environment Management System and Quality Management System.

ADDITIONAL RESPONSIBILITIES:

Assumes other duties as assigned.

EDUCATION:

Bachelors degree or equivalent in Human resources. Specialized training in organizational planning compensation and preventive labor relations.

PREREQUISITES FOR THE JOB:

1. Affiliations with successful companies who practice effective Human Resources Management.
2. Generalist background with board knowledge of employment compensation organizational planning employee relations and training and development. Welldeveloped administrative skills. Strong management skillsprinciples and people. Experienced working with more than two divisions.
3. From eight (8) to ten (10) years experience gained through increasingly responsible management positions within Human Resources.
4. A minimum of three (3) years recent experience as the top Human Resources executive of a company with 800 to 1000 employees in a manufacturing and office environment.

PERSONAL CHARACTERISTICS:

1. High energy level comfortable performing multifaceted projects in conjunction with daytoday activities.
2. Supervisor interpersonal abilities. Ability to get along with diverse personalities tactful mature flexible.
3. Good reasoning abilities. Sound judgment.
4. Good communication skills.
5. Resourceful and well organized.
6. Participate management styleadvocate of team concept.
7. Ability to establish credibility and be decisive but be able to recognize and support the organizations preferences and priorities.
8. Results and people oriented but have sound judgmentability to a balance other business consideration. Service oriented but assertive/persuasive.

ORGANIZATIONAL RELATIONSHIPS:

1. Accountable to the President of Administration for all phases of activities.
2. Positions accountable to the Director Human Resources for all phases of their activities
3. Sr. Manager of Human Resources All company site showroom galleries
4. Manager of Human Resources all locations
5. Safety and Training Manager
6. Human Resources Coordinator
7. Human Resources Administrative Assistant
8. Advises consults and coordinates with:
   1. Senior Management: organizational plans succession plans company polices legal issues divisional results
   2. Treasurer and Controllers: compensation costs budgets and expenses
   3. Middle Management and Supervisors: as needed.

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