Human Resources Director

The Director of Human Resources will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the Human Resource (HR) department, ensuring legal compliance and implementation of the organization's mission and vision. This person will play a key role in the culture, employee engagement, job satisfaction, and people development. The Director of HR will develop or assist in the development of strategies and initiatives that drive business performance. The Director of HR will have a thorough understanding of HR policy and procedures and an understanding of HR requirements in the field of education.

Note: You must reside in one of the following states to be considered:

Arizona - California - Connecticut - Florida - Georgia – Indiana - Iowa -Maine - Maryland - Michigan - Mississippi - New Jersey - New York - North Carolina - Ohio - Pennsylvania - South Carolina - South Dakota -Texas – Virginia - West Virginia

Primary Responsibilities:

• Develops and aligns human resource strategies to support the business.
• Recruits, interviews, hires, and trains new staff in the department.
• Develops recruiting, selection, and hiring processes that result in successful acquisition and retention of new talent.
• Provides constructive and timely performance evaluations and oversees the performance appraisal process company-wide.
• Develops and implements employee engagement programs and incentives; and improves engagement through new initiatives.
• Maintain a strong knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Handles discipline and termination of employees following company policy.
• Ensures the growth and development of employees as well as a positive culture.
• Lead effective change management
• Ensure clear and consistent communication across the company for all employee-impacting initiatives involving HR.

Planning:

• Collaborate with executive leadership to understand the organization's goals and strategy related to staffing, recruiting, retention, and culture.
• Develop plans for compensation strategies
• Develop and implement strategies for performance evaluation
• Create and oversee training and development programs that enhance employee skills and contribute to career growth. Foster a culture of continuous learning and development.
• Develop and maintain HR policies, procedures, and practices to ensure legal compliance and alignment with best practices
• Stay up to date with employment laws and regulations
• Leverage HR technology (HRIS) and make improvements or changes as necessary to enhance HR processes, data-driven decision-making, and reporting

Administration:

• Establish and manage performance evaluation processes
• Provide guidance and support to managers in performance improvement plans, goal setting, and feedback.
• Administer competitive compensation and benefits programs, ensuring alignment with industry standards and organizational objectives. Monitor and adjust programs as necessary.
• Supervise the work of HR personnel
• Serve as the point of contact for employment relations
• Monitor adherence to internal policies and legal standards

Execution:

• Develop and implement HR strategies that support the company's mission and growth objectives
• Provide strategic guidance to the executive team and department heads on all HR matters
• Promote a positive work environment by addressing employee concerns, resolving conflicts, and maintaining open lines of communication
• Lead investigations when necessary and ensure fair and consistent disciplinary actions