A well established Kansas City based company has a confidential opening for a Human Resources Director. This role is ideal for the individual that has had exposure to multiple HR COEs and is ready to take the lead HR role at an organization of ~$1B in revenue and nearly 1K employees.
The Human Resource Director will lead, develop, and oversee all Human Resources strategies, activities, policies, programs, and staff within the Human Resource (HR) department. This position will ensure legal compliance and serve to provide fresh thinking with all process and program implementations while meeting the needs of the business and current workforce.
Reports to: CEO
• Works with senior leadership to develop a general strategy for Human Resources and establishes/prioritizes a set of initiatives and drives them to completion.
• Oversees and participates in the definition of daily workflows within the department.
• Provides constructive and timely performance evaluations.
• Recruits, interviews, hires, and trains new staff in the department and assists in selection activities for other roles within the organization as necessary.
• Handles discipline and termination of employees in accordance with company policy.
• Collaborates with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, retention, employee relations/labor relations and unionization, benefits, compensation, training and development and HR Technology.
• Is the single point of contact for all employee relations issues for the organization, ensuring confidentiality and compliance. Is the point of contact for all agency inquiry/response and works with external counsel when necessary when responses are required.
• Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organizations human resource compliance and strategy needs.
• More specifically, develops and ensures the administration of human resource programs including, but not limited to, recruitment and selection processes; compensation, benefits, and leave management processes; discipline, disputes and investigations; performance management; and talent training and development programs; recognition and culture/morale; and occupational health and safety.
• Identifies and implements best practices for all Centers of Excellence to include recruitment, onboarding, culture, recognition, benefits, compensation and development.
• Establishes clear and concise objectives for the HR team members and mentors/coaches the team to success.
• Conducts research and analysis of organizational trends including review of a set of established reports and metrics from the organizations human resource information system (HRIS) and other talent management systems within. (Paycor, Mosaic etc.)
• Monitors and ensures the organizations compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
• Maintains knowledge of external trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
• Develops and implements departmental budget, expense tracking and reporting.
• Facilitates professional development, training, and certification activities for HR staff.
• Performs other duties as required.
• Excellent verbal and written communication skills.
• Excellent interpersonal and negotiation skills.
• Excellent organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Strong supervisory and leadership skills.
• Strong collaboration skills.
• Ability to adapt to the needs of the organization and employees.
• Ability to prioritize tasks and to delegate them when appropriate.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems.
Education & Experience:
• Bachelors degree in Human Resources preferred, or Business Administration or equivalent experience.
• Masters degree preferred.
• At least ten (10) years of human resource management experience required.
• SHRM-CP or SHRM-SCP highly preferred.
• Prolonged periods of sitting at a desk and working on a computer.
• Must be able to lift 15 pounds at times.