Director of People and Culture

Brighter Stronger Foundation LLC

5h•Onsite

About The Position

Coordinates human resources activities including but not limited to employment and employee relations. The Director of People and Culture will execute leadership over the Human Resources Department, act as the Corporate Compliance Officer for BSF, and serve as a point of contact for employees, temporary employment agencies, and managers. This role partners with Executive Teams to grow the business, demonstrating an understanding of the marketplace, business risks, and business drivers, and aligns and delivers human resources strategies in support of business objectives and activities. Key responsibilities include managing the day-to-day planning and execution of recruitment and retention marketing efforts to internal and external sources, conducting new hire orientation, processing new hire paperwork, and issuing badges and employee numbers. The Director serves as the Talent Acquisition Manager, assessing utilization of staffing and ensuring maximization of schedule, and identifying hiring trends and barriers. They also serve as a liaison between employees and the benefit department at the corporate office, managing information sessions for eligible staff members. This position is the primary contact for all workplace accidents/injuries and workers' compensation claims, assisting and following up with supervisors on accident reports, details, and investigations, reporting accidents to workers' compensation insurance carriers, maintaining files, and leading and actively participating in the safety committee. The Director will access legal advice for workplace-related issues and compliance findings, coordinating with leadership for decision-making. They are responsible for employee/supervisor relations, distribution of forms, investigation of complaints, and collecting and analyzing data to make recommendations for changes. The role involves maintaining/updating I-9 documentation files and conducting regular audits, following up on any updates/documents needed. They will revise and update the handbook, standard operating procedures, and policies and procedures to meet the Agency’s needs. The Director leads, assesses, and evaluates Performance management processes to ensure employee growth and management, discussing appropriate procedures with supervisors for 90-day and annual performance reviews, and working with supervisors to ensure development plans and performance goals are appropriate and available for all employees. They provide human resources training to the management team and are responsible for partnering with others, sharing knowledge, skills, and information within the assigned team and across functional areas, as well as accessing and making suggestions for enhancing technical and functional competencies, and professional and leadership development. Performs other related duties as assigned by management.

Requirements

Bachelor’s degree (B.A.) or equivalent, two to four years related experience, or equivalent combination of education and experience.
Working knowledge of HR laws and regulations.
Basic competence in duties and tasks of supervised employees.
Experience in recruiting and staffing.
Strong organizational, problem-solving, and analytical skills.
Ability to manage priorities and workflow.
Ability to work independently and as a member of various teams and committees.
Proficient on Google for Business and Human Resource Information Systems.
Proven ability to handle multiple projects and meet deadlines.
Strong interpersonal skills.
Ability to prepare reports and business correspondence.
Ability to deal effectively with a diversity of individuals at all organizational levels.
Good judgment with the ability to make timely and sound decisions.
Creative, flexible, and innovative team player.
Commitment to excellence and high standards.
Excellent written and verbal communication skills.
Versatility, flexibility, and a willingness to work within constantly changing priorities with enthusiasm.
Ability to effectively communicate with people at all levels and from various backgrounds.
Must be able to speak, read, write, and understand the primary language(s) used in the workplace.

Nice To Haves

Bilingual skills are a plus.
Human Resources Certification preferred.

Responsibilities

Execute Leadership over the Human Resources Department
Act as the Corporate Compliance Officer for BSF
Serve as a point of contact for employees, temporary employment agencies and managers
Partner with Executive Teams to grow the business, demonstrating an understanding of the marketplace, business risks, and business drivers
Align and deliver human resources strategies in support of business objectives and activities.
Managing the day to day planning and execution of recruitment and retention marketing efforts to internal and external sources
Conducts all new hire orientation, processes new hire paperwork, and issues badges and employee numbers.
Serves as the Talent Acquisition Manager. Assesses utilization of staffing and ensures maximization of schedule. Identifies hiring trends and barriers to maximizing schedule.
Serves as a liaison between employees and benefit department at the corporate office and manage information sessions for eligible staff members
Serves as a primary contact for all workplace accidents/injuries and workers compensation claims. Assists and follows up with supervisors on accident reports, details and investigations. Reports accidents to workers compensation insurance carriers and maintains workers' compensation files. Lead and actively participates in the safety committee.
Access legal advice for workplace related issues and compliance findings. Coordinate with leadership for decision making.
Responsible for employee/supervisor relations, distribution of forms and investigation of complaints. Collect and analyze data related issues and make recommendations for changes based on data.
Maintains/updates I-9 documentation files and conducts regular audits. Follows up on any updates/documents needed.
Revise and update handbook, standard operating procedures, and policies, and procedures to meet the Agency’s needs
Lead, assess and evaluate Performance management processes to ensure employee growth and management.
Discusses appropriate procedure with supervisors for 90 day and annual performance review of employees, ensuring the proper procedure is followed when completing performance evaluations.
Work with supervisors to ensure development plans and performance goals are appropriate and available for all employees
Provide human resources training to the management team.
Responsible for partnering with others, sharing knowledge, skills and information within the assigned team and across functional areas.
Accessing, and making suggestions for enhancing technical and functional competencies, as well as professional and leadership development.
Performs other related duties as assigned by management.