Director of HR

FosterThomas•Columbia, MD

About The Position

This position will drive the development and day to day execution of the Human Resource function while setting enterprise-wide HR strategies for the Company. As a member of the leadership team, this position will lead the HR initiative to provide an employee oriented, high-performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment and organizational growth. This position contributes as a strategic partner in the accomplishment of departmental plans through initiatives that attract and retain talent, develop employees and leaders and align organization goals and objectives. You'll help expand our HR & Operations systems to support to our growing team and business for scale. You’ll partner with both senior leaders and individual contributors to help educate, advise and influence our ability to hire, motivate, and retain amazing teammates. This includes areas of focus like: organization strategy, manager training, people development, total rewards, benefits, career architecture, compliance, people-related policies, system and process roll out, and change management. You’ll look ahead to keep us compliant as we add new employees, customers, and offices while ensuring we continue to be a leading place to work.

Requirements

Bachelor’s degree in human resources or related business field, or equivalent combination of education and experience
10+ years of related experience in Human Resource management function, including recruiting, employee engagement and career development
2+ years in a Director level position or strategic role

Nice To Haves

Construction industry experience preferred

Responsibilities

Strategic Planning – collaborate and develop a plan of HR initiatives to achieve and promote the behaviors, culture and competencies needed to achieve organizational goals
Talent Acquisition and Retention – plan, develop, and implement strategies for finding, recruiting, hiring, onboarding and retaining talented candidates. Includes building a strong employer brand.
Employee development and training – develop programs to improve skills, provide career growth and enhance future performance. Align the workforce with the strategic goals of the company
Benefits Administration and Strategy - lead the organization’s employee benefits program, including design, administration, evaluation, and ongoing management.
Performance Management – continually enhance and administer the organization’s performance management program.
Compensation and Payroll - Develop and maintain compensation strategies that support the organization’s business objectives, recruitment, retention, and employee engagement. Includes managing and monitoring payroll processes to ensure employees are paid accurately and timely.
Best practices and continual process improvements - maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; apply this knowledge to implement changes in policy, practice, and resources.
Employee engagement – serve as a facilitator between workers, managers and executive leadership to measure and improve employee engagement with a positive working environment where employees feel valued, included and understand their role within the organization. Determine methods for improving overall employee satisfaction. Promote core values and philanthropic participation
Employee communications – direct the Company’s internal communications
Partner - Work closely with management and employees to provide consultation and guidance to improve work relationships, build moral and increase productivity and retention.