Human Resources Director up to 42,000 a year

LionStone Care•Paulding, OH

2d•$18 - $20•Onsite

About The Position

The Human Resources (HR) Director is responsible for overseeing the strategic and operational functions of the HR department within an organization. This role involves developing and implementing HR policies, managing recruitment and staffing, overseeing employee relations, and ensuring compliance with labor laws and regulations. The HR Director is a key leader in promoting a positive workplace culture, employee engagement, and talent management, while aligning HR initiatives with the organization’s goals.

Requirements

2 years of HR experience.
Strong leadership and team management abilities.
In-depth knowledge of employment laws, regulations, and HR best practices.
Excellent communication, problem-solving, and interpersonal skills.
Ability to handle sensitive and confidential information with discretion.
Proficiency in HR software and systems, including payroll and benefits administration platforms.

Nice To Haves

Bachelor’s degree in Human Resources, Business Administration, or a related field is preferred.
Experience in healthcare, long-term care, or a similar industry is preferred.
Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), or SHRM Certified Professional (SHRM-CP) preferred.

Responsibilities

HR Strategy and Leadership:
Develop and implement HR strategies and initiatives aligned with the overall business strategy.
Advise senior management on HR-related matters, including organizational development, talent management, and workforce planning.
Foster a positive work environment that promotes employee engagement, retention, and organizational effectiveness.
Lead HR projects, such as workforce planning, succession planning, and employee development programs.
Recruitment and Staffing:
Oversee the full-cycle recruitment process, including job postings, interviewing, selection, and onboarding of new hires.
Develop and manage relationships with recruitment agencies, job boards, and educational institutions to attract top talent.
Collaborate with department managers to identify staffing needs and develop job descriptions.
Ensure a smooth onboarding process for new employees to support retention and engagement.
Employee Relations and Engagement:
Serve as a primary point of contact for employee concerns, grievances, and disputes, ensuring timely resolution in compliance with labor laws.
Develop and implement employee engagement programs, including recognition, team-building activities, and feedback mechanisms.
Conduct regular employee satisfaction surveys and recommend improvements based on findings.
Manage employee discipline and termination processes, ensuring fairness and adherence to company policies.
Policy Development and Compliance:
Develop, implement, and update HR policies and procedures to ensure compliance with local, state, and federal employment laws.
Ensure that HR policies are communicated effectively to all employees and that managers are trained in policy enforcement.
Stay up-to-date with changes in employment law and ensure the organization’s practices are compliant.
Oversee the organization’s affirmative action plan, equal opportunity compliance, and diversity and inclusion initiatives.
Performance Management and Development:
Lead the performance management process, including goal setting, performance evaluations, and development plans.
Develop and implement training and development programs to support employee growth and professional development.
Work with managers to identify high-potential employees and develop career progression plans.
Provide coaching and support to managers on performance management, leadership development, and employee relations.
Compensation and Benefits:
Oversee the design and administration of employee compensation and benefits programs, ensuring competitiveness within the industry.
Conduct salary benchmarking and job evaluations to ensure fair and equitable compensation practices.
Manage the employee benefits program, including health insurance, retirement plans, and other perks, ensuring that employees have access to comprehensive and competitive benefits.
Ensure the proper administration of payroll and employee benefits, coordinating with finance as necessary.
HR Metrics and Reporting:
Monitor HR metrics, such as employee turnover, retention, and engagement, to assess the effectiveness of HR programs and initiatives.
Prepare and present HR reports to senior management, providing insights and recommendations for improvement.
Use data and analytics to inform decisions and optimize HR processes.