Human Resource Director

SummaryThe Human Resource Director provides strategic and operational HR leadership for an assigned division or business area partnering with the Vice President of Human Resources executive leadership and business leaders to support organizational goals and workforce priorities. Serves as a trusted resource to managers and employees while ensuring HR practices are consistent with company policies applicable laws and tour People-First position serves as a senior HR business partner and advisor providing leadership across employee relations talent management performance management organizational development compensation compliance and HR operations. The HR Director translates enterprise HR strategies policies and programs into effective business practices while identifying opportunities to strengthen employee engagement leadership effectiveness retention and organizational HR PartnershipPartner with the Vice President of Human Resources and senior business leaders to execute HR strategies and initiatives aligned with organizational and divisional as a strategic HR advisor to managers and leaders on workforce planning organizational effectiveness talent management employee relations performance and employee companywide HR strategies policies and programs into effective practices within the assigned workforce trends organizational needs and opportunities for improvement and make recommendations to the VP of HR and business in business and strategic planning discussions where workforce organizational or talent considerations are HR insights workforce data and recommendations to support effective leadership and business Relations & HR ComplianceProvide guidance and coaching to managers and employees regarding employee relations performance concerns workplace issues career development and organizational and oversee employee relations matters including investigations documentation corrective action conflict resolution and follow-up. Partner with the VP of HR and appropriate resources on complex or sensitive employee relations managers regarding compliance with applicable federal and state employment laws and company consistent application of HR policies practices and procedures across the assigned informed of changes in employment laws and HR practices and communicate relevant developments to Management & Organizational DevelopmentPartner with leaders to identify talent needs critical positions development opportunities and workforce capabilities required to support business talent-management initiatives including succession planning career-path development leadership development and employee leaders in effectively addressing performance and development organizational development initiatives including feedback goal setting performance management programs coaching programs leadership development team effectiveness and employee engagement OperationsProvide oversight of HR operations for the assigned division including onboarding payroll coordination benefits and leave administration employee records and related HR HR services are delivered consistently efficiently and in accordance with company policies and established HR with the VP of HR and appropriate corporate functions regarding HR systems processes and enterprise-wide opportunities to improve HR processes technology utilization communication and service delivery. Support the development and implementation of new HR programs policies and organizational initiatives. Provide feedback regarding effectiveness and opportunities for or support HR initiatives such as policy and procedure development organizational development employee engagement team building HR technology and process-improvement Compensation & BenefitsCoach managers on effective performance conversations goal setting feedback development planning and compensation and benefits insights and recommendations to the VP of HR and appropriate business the administration and communication of compensation and benefits programs in accordance with established company strategy and & Employee EngagementPromote and model the organizations People-First culture vision purpose and core values. Serve as a role model for professionalism confidentiality sound judgment and ethical HR with leaders to strengthen employee engagement retention communication recognition and organizational a workplace characterized by professionalism accountability collaboration respect and continuous employee experience opportunities and collaborate with leadership to implement appropriate & Stakeholder RelationsBuild effective working relationships with project teams functional departments managers employees customers vendors and other HR leadership that supports business objectives while maintaining alignment with company-wide HR strategy and or participate in cross-functional task teams and special projects as assigned by the VP of HR or senior ExpectationsServe as a trusted and credible HR sound judgment and discretion when handling confidential sensitive or complex employee employee needs with business objectives company policies and applicable legal effectively with employees managers and leaders at all levels of the ongoing professional development through relevant HR training seminars conferences software training and other learning other related duties as ConditionsThe majority of work is completed in an office setting. Able to travel occasionally as Experience and KnowledgeA bachelors degree in human resources or a related field and 6-8 years of progressive HR management experience required or 10 years of proven progressive Human Resources management experience. Masters degree in human resources or a related field Resource certification (SPHR and/or SHRM-SCP) in the construction industry supervisory experience preferred. Able to effectively manage or mentor in federal state and local employment laws to monitor compliance and counsel managersBroad HR experience including compensation and benefits staffing and recruiting training and development and employee communication organization presentation facilitation and conflict resolution to build rapport with all levels of make decisions and recommendations under tight deadlines with composure occasionally in the face of incomplete information. Uses time effectively on key priorities and to provide information to people in a timely a commitment to quality and continuous improvement; willing to re-engineer processes in order to meet/exceed the needs of internal and external customers. Strong understanding of strategic objectives; can implement functional goals strategies and plans essential to supporting overall corporate leadership skills with the ability and willingness to face challenges delegate and provide direction to others and effectively address to help managers recognize the core competencies critical to individual/organizations success and provide development opportunities to improve productivity increase profits and build a more competitive in a manner of integrity that shows support for the company its values and the employees while maintaining a constant focus on meeting/exceeding customer requirements and computer skills in word processing spreadsheet scanning database and presentation communication software. Demonstrates proficiency using a personal computer (PC) and company communication tools such as email internet and Microsoft products (e.g. Word Excel Office Outlook). The base compensation range for the role of Human Resources Director posted above is $165000 to $185000 is the lowest to highest salary we in good faith believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the posted range and the range may be modified in the future. An employees pay position within the salary range will be based on several factors including but not limited to relevant education qualifications certifications experience skills seniority geographic location performance shift travel requirements any collective bargaining agreements and business or organizational needs. No amount of pay is considered to be wages or compensation until such amount is earned vested and determinable. The amount and availability of any bonus incentive or any other form of compensation that are allocable to a particular employee remains in the Companys sole discretion unless and until paid and may be modified at the Companys sole discretion consistent with the law and any applicable plan Beatty is an equal opportunity employer that recognizes the value of a diverse workforce. All qualified individuals will receive consideration for employment without regard to race color age sex sexual orientation gender identity religion national origin disability veteran status genetic information or any other criteria protected by federal state or local law.