Director of Human Resources

Position Title: Director of Human Resources

Founded 45 years ago J.M. Cope is one of the regions most respected commercial construction and program management firms. Serving clients in healthcare industrial institutional municipal office retail and worship markets J.M. Cope is built upon a foundation of integrity quality and faith.

The Director of Human Resources leads J.M. Copes people function including recruiting benefits employee relations compliance and employee development. This role partners with leadership to attract and retain the talent our business needs serves as a trusted resource and counselor to employees at every level and ensures our HR programs are compliant effective and aligned with overall business objectives.

Qualifications & Experience

• Bachelors degree required; degree in Human Resources Psychology or a closely related field preferred.
• Minimum of five years of progressive human resources experience including at least two years in a supervisory or HR leadership role.
• Working knowledge of employee benefits administration (medical dental life disability 401(k) and leave programs) including open enrollment broker and carrier relationships and employee education.
• Demonstrated full-cycle recruiting experience including workforce planning sourcing interviewing selection and offer negotiation for both office and field positions.
• Experience counseling employees and coaching managers on performance conduct workplace conflict and personal concerns with sound judgment and strict confidentiality.
• Working knowledge of federal employment law (FLSA FMLA ADA Title VII COBRA and the Fair Credit Reporting Act) and of South Carolina and North Carolina wage-and-hour workers compensation unemployment and E-Verify obligations.
• Strong written and verbal communication skills and the ability to listen effectively and receive feedback from the employee perspective without passing judgment.
• Ability to prioritize tasks delegate when appropriate and adapt to the changing needs of the organization and its employees.
• Self-confident motivated team player with strong interpersonal problem-solving decision-making and negotiating skills.
• Committed work ethic and alignment with company values.
• SHRM-CP SHRM-SCP PHR or SPHR certification preferred.

Behavior Requirements

Its important to understand not just what we do but how we do it. The behaviors below are core to how we operate every day on every site and in every role. These expectations apply to all employees regardless of title or experience and are foundational to our culture.

TEAM FIRST as we are All in together

INTEGRITY that is Built on Trust Driven by Honesty

HUMILITY to Listen Learn and Lead

PROACTIVE by running towards & solving the problem

EXCELLENCE byraising the bar with every project

Technical Knowledge & Skills

• Comfortable with technology and capable of working with confidential information.
• Computer literate and capable of using MS Word Excel Outlook and internet/email.
• Experience with or the ability to quickly learn HRIS payroll and applicant tracking systems.

Key Responsibilities

Strategy & Leadership

• Collaborates with leadership to understand the organizations goals and strategy related to staffing recruiting and retention.
• Plans leads develops coordinates and implements policies processes training initiatives and surveys to support the organizations human resource compliance and strategy needs.
• Maintains knowledge of trends best practices regulatory changes and new technologies in human resources and employment law and communicates needed changes to leadership.
• Maintains the company directory and org chart.

Talent Acquisition

• Leads full-cycle recruiting: identifies staffing needs with leadership writes and posts openings sources candidates through job boards schools trade programs and referrals screens and interviews and manages offers.
• Administers pre-employment screening including background checks motor vehicle record reviews drug and alcohol testing and reference and credential verification as required by the position and by client and project requirements (for example schools and other secured facilities). Ensures compliance with the Fair Credit Reporting Act and applicable state and local law including written disclosure and authorization pre-adverse and adverse action notices and consistent job-related application of screening criteria; keeps screening results segregated from personnel files with access restricted to HR.

Onboarding & Off-boarding

• Establishes and manages the onboarding and orientation process for all new hires. This includes offer letters and new-hire paperwork Form I-9/E-Verify completion payroll and benefit enrollment equipment and system access project and site safety orientation in coordination with the Safety department and structured 30/60/90-day check-ins.
• Manages the off-boarding process for all separations voluntary and involuntary: prepares separation documentation; ensures final pay and accrued PTO are handled in accordance with policy and applicable law; issues COBRA and benefit termination notices and provides 401(k) distribution information; retrieves company property and credentials; coordinates with Accounting and IT support to end payroll system and site access; responds to unemployment claims; and uses a consistent checklist to maintain a complete defensible record.
• Conducts or oversees exit interviews and tracks turnover trends.

Benefits & Leave

• Manages employee benefits programs including annual open enrollment broker and carrier relationships plan renewals COBRA and ACA compliance and employee benefit questions and claim issues.
• Approves and schedules PTO and sick leave based on employee need and company requirements.

Employee Relations

• Serves as a confidential resource for employees counseling on workplace concerns performance and conflict; coaches managers through corrective action and difficult conversations; conducts workplace investigations.
• Defines and maintains a documented escalation path for complaints and investigations involving the President other executives or sensitive medical information including routing matters involving the President to the CEO and outside employment counsel as appropriate.
• Responds to employee questions and complaints promptly and professionally.

Compliance & Records

• Monitors and ensures the organizations compliance with federal South Carolina North Carolina and local employment laws including wage-and-hour workers compensation unemployment I-9/E-Verify and required postings; reviews and updates policies practices and the employee handbook to maintain compliance.
• Administers or oversees compensation leave disciplinary matters performance and talent management and recognition and morale programs; partners with the Safety department on occupational health safety and workers compensation matters.
• Maintains personnel files department records and reports securely and confidentially with medical information kept separate from personnel files.

Training & Development

• Facilitates professional development training and certification activities for staff.
• Performs other HR-related duties as assigned in support of overall company goals.

Physical Requirements:

• Prolonged periods of sitting at a desk and working on a computer.
• Must be able to lift 15 pounds at times.
• Must be able to visit job sites.
• This position involves handling confidential and emotionally sensitive employee matters including investigations terminations and workplace conflict. The ability to maintain discretion and composure in stressful situations is essential.

Relationships:

• Reports to the President with a dotted-line reporting relationship to the CEO.
• Works closely with leadership.
• Interacts with staff and leadership and is a representative of the company.

As a member of the J.M. Cope Team you can expect:

• Pre-tax Insurance Program (Medical Dental Life Short/Long-term Disability)
• 401(k) Plan
• Holiday Pay
• Paid Vacation
• Family and Medical Leave
• Sick/Personal Leave
• Military Leave
• Bereavement Leave
• Jury Duty Leave
• Worker Comp
• Education and Training Reimbursement
• Competitive Salary

J.M. Cope is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to among other things race color religion sex sexual orientation gender identity national origin age status as a protected veteran or disability.

Disclaimer:
This job description is intended to provide a general overview of the position. It is not exhaustive and may be subject to change. The employee may be required to perform other duties as needed to meet the ongoing needs of J.M. Cope Inc.

Required Experience:

Director