Director of Human Resources

Spectrum Youth and Family Services•Burlington, VT

11d

About The Position

The Director of Human Resources is a key leader at Spectrum, responsible for recruiting and helping maintain a vibrant and diverse workforce, fostering a strong and collaborative organizational culture, and using technology to manage people, benefits, wages, and employee records. The Director ensures compliance with relevant federal and state employment laws, oversees agency benefits administration, and coordinates with agency leaders on the collective bargaining agreement. The role supports agency policies and practices related to staff management, performance evaluations, personnel policies, and associated documents, and helps ensure staff are trained and supported. The Director reports to the Executive Director, is supported by a half-time Executive Administrative Coordinator, and is a member of the Leadership Circle. This is a full-time exempt position of 40 hours per week, with an annual salary range of $80,000–$100,000. Applicants are asked to apply with a cover letter and resume by November 15th.

Requirements

At least five years of human resources experience, or an equivalent combination of education and experience.
Proficiency in HR principles and processes for recruitment and selection, compensation, employee and labor relations, and employee safety.
Knowledge and understanding of Vermont and federal employment laws and regulations.
Ability to communicate effectively and professionally, verbally and in writing, with potential and current employees, external vendors, and other stakeholders.
Skills and knowledge related to diverse communities and inclusive language, and commitment to supporting diversity and inclusion at Spectrum.
Experience with HR information systems.
Ability to leverage emerging technologies to enhance people management.
Strong organizational and time-management skills and excellent attention to detail.
Ability to handle confidential information with discretion.
Ability to cultivate an organizational culture that promotes collaboration.

Nice To Haves

A bachelor’s degree is preferred.
PHR or SPHR certification.

Responsibilities

Improve the quality of the work environment, policies, and procedures with a focus on trust, inclusion, responsiveness, employee satisfaction, and retention.
Maintain a thorough understanding of agency activities and operations and stay informed about relevant developments and changes, including those involving the collective bargaining unit.
Support diversity, equity, and cultural competency efforts, including ongoing training and professional development.
Work with senior management to review and establish employee salaries.
Maintain official versions of agency personnel policies and job descriptions.
Assist with recruitment and interviews, including preparing and placing job advertisements.
Welcome new employees, explain internal forms, ensure required documents are completed and signed, and review available benefits.
Enroll employees in benefit programs, coordinate with providers, facilitate benefit changes, and maintain complete and accurate employee records.
Oversee periodic new-staff orientations and support training provision as needed.
Coordinate the professional development and feedback process.
Conduct exit interviews and surveys and share relevant information with leadership.
Respond to requests for information related to unemployment claims and employment verifications.
Act as COBRA administrator.
Manage the open enrollment period, including providing employee data to providers, arranging carrier materials, communicating plan changes, coordinating on-site provider representation, conducting employee presentations, and processing changes within required deadlines.
Serve as liaison to insurance carriers.
Process monthly insurance-provider invoices, reconcile billings, verify accuracy and coding, prepare items for payment, and resolve discrepancies with carriers, payroll, and Spectrum.
Prepare required governmental and vendor reports, including census and health care participation data.
Compile employee wage information for the annual workers’ compensation audit.
Maintain employee payroll records.
Process biweekly payroll through web-based payroll software (ADP).
Review payroll for accuracy before submission, including new hires, terminations, accrued-time-off payouts, benefit additions or terminations, holiday pay, and shift differentials.
Process ACH payroll transactions, including 403(b) and flexible spending contributions.