The human resources director will primarily drive operational best practices while also serving as a strategic partner to the chief people officerThis position will support the many facets of performance management and ensure best practices are implemented and upheld and adhere to fountain house’s growing organizationThis role will be a part of a highly collaborative hr team mostly made up of new employees who are building and maturing the hr function through modern best practices and technological automation to build efficienciesA successful candidate will have to be comfortable working with ambiguity, where processes are being built while managing day-to-day workInterested in qualified candidates that will need to bring advanced talent management skills and a deep commitment to supporting an emerging dei commitment.
Essential duties and responsibilities
Help develop competency models that will feed into a larger performance management program (that also has to be developed). Develop an excellent service model for efficient hr processes, (e.gCompensation management, performance evaluation, benefits management, employee relations issues, payroll, etc.). Oversee employee relations across the organization to ensure employee and manager concerns are responded to efficiently, and with care. Ensure there is a clear, equitable process through which employees are able to submit and resolve complaints and disputes. During a period of strategic growth, plan for all functions to be fit-for-scale, anticipating rapid and consistent change.
Talent management (65%)
Assist with managing the efforts to advance a race, equity, diversity, and inclusion strategy practice at fountain house which includes race and pay equity studies. Evaluate current practices for performance/corrective management and build tools and resources to support managers in intervening and supporting staff. Continually refine hr workflows within the team and where they touch different departments to anticipate and plan for growth, operational maturity, efficiency, and general capacity upgrading. Create a rewards and recognition program that provides organization-wide results and suggestions for team programs. Manage onboarding new employees, creating a smooth transition from candidate to employee. Handle discipline and termination of employees in accordance with company policy. Plan, lead, develop, coordinate, and implement policies, processes, training, initiatives, and surveys to support the organization’s compliance needs. Administer and/or oversee the administration of a corrective action process ensuring a fair investigation process is completed according to fountain house guidelines and while complying with the law. Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance. Execute the guidelines set forth by dc37, the union recently voted in by a large portion of employees. Manage 1-2 employees on a highly collaborative team that works together to find the best and most efficient solutions for the organization.
Required knowledge, skills, and abilities
Experience working with employees who are part of a union preferred, but not essential. Excellent verbal and written communication skills, interpersonal and negotiation skills, and organizational and time management skills is essential. Strong analytical and problem-solving skills required. Thorough knowledge of employment-related laws and regulations required. Proficient with microsoft office suite or related software required. Experience using a hris like paylocity (preferred), bamboo, workday, etc. Must be committed to advancing a race, equity, diversity, and inclusion agenda. Must be willing to work with a fair amount ambiguity while helping to grow and mature the function. Must have a willingness to be hands-on/in the weeds and solve problems as they arise while also working at a strategic level.
Required and preferred education, experience, and credentials
5-7 years of human resource experience required. 3-5 years of solid management experience required. Bachelor’s degree in human resources preferred but not required, but you must have solid hr business partner experience with a strong understanding of the employee lifecycle.
To perform this job successfully, an individual must be able to perform each essential duty and meet all physical requirements satisfactorilyReasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Director, Human Resources
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