Human Resources Director

Georgia Department of Revenue•Atlanta, GA

6d•Hybrid

About The Position

Under limited to broad supervision, the Human Resources Director will provide strategic oversight of the Georgia Department of Community Health’s (DCH’s) Offices of Human Resources (OHR) and Facilities and Support Services (OFSS). DCH oversees Medicaid, PeachCare for Kids, the State Health Benefit Plan, Healthcare Facility Regulation Division, Office of Health Planning, and the State Office of Rural Health impacting one in four Georgians. It also has a Legal Services division, Office of Inspector General, Government Relations division, and Financial Management division. Through effective planning, purchasing and oversight, DCH provides access to affordable, quality health care to millions of Georgians, including some of the state’s most vulnerable and underserved populations. The HR Director ensures the effective implementation of OHR strategies, policies, and procedures to support agency goals. This position directs and oversees talent management, employee relations, compensation and benefits, compliance and risk management, learning and development, HR operations, analytics and reporting, and organizational culture. The HR Director serves as a strategic partner to Executive Leadership, fostering a positive and high-performing workplace. Reporting to the Chief of Staff, the HR Director will operate in a hybrid work environment with a requirement to be in the Capitol Hill/Floyd Towers office at least 3 days a week. Further, the HR Director will be expected to hold at least monthly in-person meetings with the HR team. The HR Director will also have direct oversight of the OFSS, overseeing the planning, operation, and maintenance of the agency’s physical infrastructure and support services. This includes facilities management, maintenance, support services, security, janitorial services, vendor management, and compliance with with safety and regulatory standards.

Requirements

Completion of an undergraduate degree in human resources, business administration, education, the social or psychological sciences or a related field at a four-year college or university and at least five years of professional-level experience as an HR Manager, or HR Director level responsibility for managing/directing a large, complex organization’s major HR program area or the entire HR program.
Business acumen
Strategic business partner
Knowledge of large, comprehensive, and complex HR program delivery and execution
Thorough knowledge of employment-related laws, regulations and State Personnel Board Regulations
Analytical/critical thinking, with detailed and structured thought process/problem solving
Make recommendations and decisions, articulate basis for and defend them
Ability to professionally challenge the way things are done and implement improvement and corrective action
Change agent
Take accountability
Exhibit sense of urgency
Excellent organization skills and attention to detail
Ability to prioritize tasks, delegate and provide oversight
Superior time management skills and ability to establish and meet deadlines
Monitor, synthesize and report on progress/results
High emotional intelligence
Ethical conduct and integrity
Appreciation for and maintain confidentiality
Excellent interpersonal and negotiation skills
Ability to build relationships, credibility and ultimate trust
Drive for and achieve consensus
Embody and foster teamwork
Ability to balance being a representative or leadership and advocate for staff
Superior leadership and management skills
Excellent verbal/written communication and presentation skills
Investigative and report writing skills
Project management
Meeting facilitation (plan, run, coordination, follow-up, etc.)
Proficiency with Microsoft Office Suite and/or related software
Knowledge of and ability to leverage DCH-related HCM (Workday) and LMS systems

Nice To Haves

Related experience in a state, county, and/or federal agency would be a plus.
Master’s degree in a related field
SHRM-CP/SHRM-SCP or HRCI PHR/SPHR certification

Responsibilities

Strategic Planning and Policy Development: Communicate DCH’s strategic vision, mission, and objectives, and develop and lead the implementation of programs and initiatives aligned with and designed to enhance knowledge, communication and relations within the Department and various stakeholders.
Assist with developing policies for organizational effectiveness and employee satisfaction, including compensation and benefit systems, classification structures, recruitment, employee development, learning and development, performance management, employee engagement and policy administration/ compliance.
Act as a trusted advisor to the Executive Leadership team on HR-related matters.
Lead, support or direct organizational change initiatives impacting employees and workforce planning.
Understand and interpret state and federal regulations, policies and legislative action.
Assist in the development of legislative requests, budget development, media inquiries and open records requests.
Participate in organizational management, change management, and strategic planning for the agency.
Talent Management: In partnership with executive leadership team and division leaders, identify staffing and recruitment needs, including forecasting workforce needs and develop/revise succession plans as needed.
Develop and execute best practices for hiring and talent management.
Oversee recruitment strategies to attract top-tier talent.
Lead initiatives to attract and retain talent.
Employee Relations and Engagement: Cultivate a positive culture that enhances employee satisfaction and retention.
Mediate conflicts and promote positive workplace relations.
Develop and execute employee engagement activities.
Ensure exit interviews and 15-45-90 trends are analyzed and recommendations to address concerns are implemented.
Handle high-level employee relations issues, including conflict resolution and disciplinary and legal matters.
Compensation and Benefits: In partnership with the executive leadership team, oversee the effective administration of position classification and compensation.
Communicate and administer all employee benefit programs offered through the State of Georgia including but not limited to paid time off, health insurance, flexible benefits, and retirement savings and pension plans.
Compliance & Risk Management: Ensure compliance with all federal, state, and local employment laws.
Oversee HR audits, workplace investigations, and risk mitigation strategies.
Maintain updated policies in line with State Personnel Board Rules.
Learning & Development: Develop, implement and support NEO and contractor onboarding.
Lead learning and development programs to upskill talent or enhance leadership, management, and technical skills.
Develop new training for managers to help with conflict resolution. Ensure departmental and state of Georgia training is fresh, launched and tracked for compliance.
Establish annual performance management guidance and support career ladder development paths.
HR Operations, Analytics & Reporting: Oversee HR operations and related systems associated with position management, time and leave administration, and transaction and payroll support.
Monitor HR metrics such as turnover, retention, and employee satisfaction and make data driven recommendations to support trends.
Present data-driven insights to leadership for decision-making on areas of concern.
Optimize HR technology and HRIS systems for efficiency.
Facilities and Support Services Oversight: Oversee the maintenance, repair, and improvement of buildings, fleet, equipment, and grounds.
Oversee facility management strategies to ensure efficiency and sustainability.
Ensure compliance with health, safety, and environmental regulations.
Monitor OFSS expenses and identify cost-saving opportunities.
Conduct routine facility audits and risk assessments.
Oversee security measures to safeguard personnel and property.
Collaborate with leadership on capital improvement projects, relocations and building/ floor renovations.
Leadership and Supervision: Supervises and manages OHR staff and OFSS Leadership, providing guidance and support.
Supervise, mentor, and motivate team members to achieve performance goals.
Provide regular feedback, coaching, and support for career growth encouraging ongoing learning and professional development.
Foster a culture of collaboration, accountability, and innovation.
Interview, hire, direct, train, evaluate the performance of and when necessary, discipline and discharge employees.
Perform other duties as assigned.