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MISSION CONTRIBUTION:

This position is responsible for the effective and efficient management of all day-to-day human resources functions

FUNCTION:

The Director of Human Resources is responsible for performing human resource related duties on a professional level and reports to the Chief Operations Officer. This position is responsible for the effective and efficient management of all day-to-day human resources functions, to include the following: compensation and benefits administration, payroll, employee relations, leave management, talent acquisition, onboarding/off boarding, records management (electronic/paper), data reporting policy development and implementation, CARF and Source America compliance, affirmative action and employment law compliance and reporting, training and development, and exceptional customer service for both internal and external customers.

The Director of Human Resources is expected to deliver the following:

Build a Culture of Goodwill of South Mississippi Core Values.
Results. Build a high-performance environment focused on achieving or exceeding goals.
Develop & Manage People Effectively. Establish a team in which people are motivated to excel.
Focus on the Customer. Committed to continuously improving service to customers/clients/employees.
Understand the Business. Leverages knowledge of the business, mission, vision, values to achieve results.
Model Personal Leadership. Is a role model; Leads by example.
Support of Executive Leadership, Managers, HR Team, and Team Members throughout the Company.
Accuracy in government reporting, monthly reporting, payroll, employee records, and general HR paperwork.

Essential Functions:

Develops organization strategies that support Goodwill’s core values, by identifying and researching human resources issues; contribution of information, analysis, and recommendations to the organization’s strategic thinking and direction, establishing human resources objectives in line with organizational objectives.
Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing compensation, health and welfare benefits, records management, employee relations, and compliance with local, state, and federal laws.
Analyzes and compiles HR data into reports and presentations as needed.
Supports management by providing human resources advice, counsel, and decisions, analyzing information and applications.
Guides management and employee actions by researching, developing, writing and updating policies, procedures, methods, and guidelines, communicating and enforcing organization values.
Develops and monitors key HR metrics to measure effectiveness and areas for improvement.
Develops, implements, and manages internal HR auditing program.
Interprets and administers all governmental compliance laws/regulations, as established by the Department of Labor relating to Safety, Wage and Hour, Affirmative Action, Equal Employment Opportunity, Worker’s Compensation, Unemployment Compensation, to include annual filing and reporting; EEO-1, Vets 4212, and other reports.
Assists payroll department with payroll as related to HR functions.
Assists senior management with CARF and Source America compliance.
Manages the Employee Assistance Program.
Oversees a Safety and Worker’s Compensation Program designed to create a culture of safety and accountability.
Ensures active engagements in the Unemployment Compensation process.
Assists Chief Operating Officer as needed.
Other duties as assigned.

MINIMUM QUALIFICATIONS:

Bachelor’s degree in human resources management or related fields (Preferred).
Ten years’ experience in a Human Resources Manager role, or higher, with leadership experience highly preferred.
Professional HR Certification (SPHR or SHRM-SCP) (Required within 12 months in position).
Knowledge of Federal and State regulations, guidelines, policies and procedures related to compensation, classification, and other human resource areas.
A proven record of accomplishment in developing and implementing innovative strategies, best practices and goals in human resources.
Demonstrates behaviors that reflect sound judgement, fairness, respect, and inclusiveness with thorough investigation of matters.
Excellent customer service, people management, and interpersonal skills, including ability to work productively with various levels of management and staff under challenging conditions.
Extensive knowledge of various computer programs, i.e., Microsoft Programs, i.e. Word, Excel, and specialized in Human Resources Information Systems programs.
Ability to coordinate diverse administrative projects/programs ranging from moderate to complex in nature.
Must have strong written and verbal communication skills.
Ability to maintain harmonious and effective working relationships with other employees, supervisors, and other departments.
Ability to develop new HR policies & programs based on business requirements.

CRITICAL PERFORMANCE FACTORS (CPF):

1. Core Values

2. HR Guiding Principles

3. Behavioral CPFs

4. Accurate Payroll Management

5. Timely Submission of monthly/quarterly reports and audits

6. Integrity of HR Management System

7. Quality of Benefits and Compensation Support

8. Quality of Employment Relations Support

Reasonable Accommodation Statement:  To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.

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