Divisional Human Resources Director

The Salvation Army Eastern Territory•Hartford, CT

9d•$95,000 - $100,000•Onsite

About The Position

The Divisional Human Resources Director for The Salvation Army, Southern New England Division is responsible for the development, implementation, and administration of HR policies, programs, and processes related to the full spectrum of the HR lifecycle; responsibilities include recruiting, onboarding, employee relations, performance management, compensation/benefits, training, etc. The Divisional HR Director serves as a member of the Division’s management team; provides various HR services to Officers, Department Heads and Managers and develops strong relationships throughout the division.

Requirements

Bachelor's degree
7-10 years of related experience
Knowledge/experience in employment laws and practices, compensation and benefits administration, organizational planning and development, employee relations, training and development, performance management, and policy interpretation.
Able to provide constructive, unbiased feedback to staff at all levels.
Able to demonstrate high levels of discretion, integrity, and fair-mindedness in dealing with all personnel issues professionally.
Able to manage multitasking work in a fast-paced, ever-changing work environment while demonstrating a willingness to be flexible while maintaining effectiveness and efficiency.
Excellent organizational skills, detail-oriented, accurate, and precise.
Possess a high level of verbal and written communication and interpersonal skills.
Strong analytical and critical thinking skills.
Strong project management, time management, and leadership skills in independent work and as a team.
Will respect and promote the interests of The Salvation Army. The individual is not required to embrace the tenets of faith, but they are required to promote and respect The Salvation Army's mission.
A valid driver’s license is required
Strong proficiency in Microsoft suite

Nice To Haves

SHRM Certification – SPHR or PHR helpful
experience with a non-profit organization.

Responsibilities

Reviews and updates, as needed, key HR policies to assure legal compliance with TSA Territorial and National policies.
Implements and maintains Employee Addendum which highlight state and local laws. Ensures that policies fulfill legal requirements and are interpreted and adhered to consistently. Prepares policy revisions for review and approval by Leadership.
Develops and implements a communication approach that helps to ensure managers and employees are knowledgeable of policies, procedures, benefits, etc. Topics include bias behavior, sexual harassment, bullying, etc. Maintain records of participation.
Ensures grievance procedures are up to date, published and communicated to officers, managers and employees.
Conducts timely investigations into all employee relations matters. Ensure well-documented investigations with summary of findings with consistent updates to leadership, especially high-risk cases.
Provides compliance training to supervisors; assists supervisors in dealing with various employee matters as needed.
Promotes a positive work climate characterized by teamwork, effective communication, respect, trust and commitment to The Salvation Army’s mission and goals.
Manages potential employee relations proactively to deal with employee concerns. Maintains an "open door" policy for employees and managers to discuss any HR disputes, issues or concerns. Effectively provide dispute resolutions.
Handles employee relations situations and all allegations of misconduct with immediate attention.
Works closely with Divisional leadership to develop and implement employee relations strategies designed to improve work climate, employee satisfaction and performance.
Serves as an advisor to help enable management in handling, resolving, minimizing the impact of any employee relations problems.
Plans programs to positively recognize employee contributions and service, i.e., employee recognition service, employee appreciation, retirement services, etc.
Ensures that employment separations have exit interviews and issues are handled accordingly.
Leads the recruiting, hiring practices and procedures necessary to recruit and retain a talented workforce. Review job descriptions, prepare position and compensation analysis. Ensure appropriate and consistent hiring practices are maintained, including interviewing, selection, disposition, and promotions.
Partners closely with hiring managers to determine best recruiting process. Research and designs targeted sourcing channels (e.g., social media, internal networks, community services, colleges, virtual career fairs and any other innovative channels.
Prepares employment packages for final recommendation to Divisional Finance Council for approval.
Manages the onboarding process to ensure employees are well prepared and have a welcoming experience and effective orientation process at The Salvation Army. Extends offers and processes background checks, I-9’s, reference checks to get qualified candidates in their new roles on a timely basis.
Ensures administration and documents are in order and compliant with administrative requirements, policies, and Federal/State laws.
Manages the benefits enrollment and termination process for the healthcare plan, life insurance plans, long term disability, Aflac, pension, 403(b) plan, etc. Update benefit information with accuracy, reconcile billing and covered lives.
Conducts open enrollment sessions for full- and part-time employees. Deploys the communication of benefits information at THQ. Provide counseling to employees to promote a clear understanding and use of available benefits.
Recommend changes and/or ways to increase the effectiveness of the benefits programs to the appropriate functional leader.
Works closely with Chesterfield Resource Inc., the organization’s benefits vendor and the Risk Management Department, regarding benefits eligibility, claims procedures and integration of benefit plans.
Conducts regular benchmarking of compensation; review internal equity and external competitiveness. Evaluate new and significantly changed positions to ensure proper job grade placement and pay.
Provides guidance on the integration of pay and performance management to ensure that the labor investment is optimized.
Research any special wage issues and recommend solutions to effectively address the matter.
Handles all FMLA, disability, unemployment and worker's compensation claims. Provides compassionate support to employees regarding claims involving disability, FMLA and other paid/unpaid Leaves of Absences.
Maintains employee medical information relating to sick leave, disability, return to work evaluations, medical work restrictions, disability-related accommodations, and drug and alcohol testing documents with the highest level of confidentiality.
Ensures employees and managers are knowledgeable of the Time & Attendance Guidelines and in compliance with labor laws.
Works closely with Payroll to ensure the timesheet tracking system (paid and unpaid) is properly capturing time worked and taken.
Provides timely instruction to Payroll regarding final pay details.
Provides Payroll with information regarding employment status, salary, payroll deductions (health, voluntary life, LTD, 403(b), etc.), overtime, direct deposit, garnishments, etc. employees. Calculates Christmas grants.
Composes final pay letters to employees with pertinent information regarding their final pay and benefits.
Provides oversight and ensures accuracy of all employee information in HRIS. Prepares various reports, routine and non-routine (i.e., compensation reports, reviews due, etc.) Prepares budget-related reports for Finance semi-annually and upon ' request (salary information, health plan enrollment status, etc.).
Maintains employee records including personnel files, status and pay changes, transfers, terminations, personnel transactions, insurance coverage, pension plan information, etc.
Recommend changes and/or ways to increase the effectiveness of the HRIS and maintain an efficient filing system.
Oversees the performance evaluation process to support effective individual, team and organizational performance. Reviews performance management feedback forms; ensures the review process is handled equitably and in a timely manner.
Identifies areas of intervention such as coaching and counseling managers and employees, as needed, and regular training of an effective feedback process.
Measures effectiveness of performance management process using survey and other feedback mechanisms. Periodically, updates the process to continually drive greater accountability and increased effectiveness.
Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.
Often works with THQ Territorial Director on HR programs, policies and procedures that cover the Eastern Territory.
Other duties as assigned.

Benefits

Comprehensive health care coverage, including dental/vision/hearing, with low-cost employee premiums, co-pays, and deductibles
Employer-funded pension plan (100% vested after five years of eligible service)
Telehealth/online doctor visits
$20K basic life insurance, including grief counseling services, funeral planning services, and will/power of attorney/legal document preparation (no cost to employee)
Voluntary life insurance
Short-term disability coverage (no cost to employee)
Long-term disability coverage
Supplemental insurance options (Aflac, homeowners, auto, and pet insurance)
Flexible spending accounts for health care and dependent care
403(b) traditional (pre-tax) or Roth (after-tax) retirement plan options
Generous paid time off, including holidays, vacation, sick, personal, bereavement, and marriage leave
A job with a great purpose, inspiring you to make a difference every day!