Director of Human Resources - Princeton, United States - YWCA Princeton
Description
The Director of Human Resources is responsible for developing and implementing a comprehensive human resources operation which includes employment (recruitment and onboarding), employee relations and engagement, labor relations, compensation, benefits, performance management, staff training/development and policy development in accordance with the requirements of federal, state and local laws.
The Director of Human Resources reports to the Chief Executive Officer and is a member of the Senior Leadership Team.
PRIMARY ACCOUNTABILITIES (may include, but not limited to):
Accountability
Priority Objectives
HR Management,
Support and Coaching
- Manages the development, implementation and communication of human resource policies.
- Remains informed on the latest HR legislation, trends and best practices and ensures the organization is in compliance.
- Advises Senior Leadership Team with regard to all human resource related matters. Provides counsel and expertise to people leaders on managing HR issues.
- Works with the senior team to create an inclusive, welcoming and psychologically safe work environment for all employees.
- Develops safe mechanisms for complaints; manages HR issues/complaints with care and due diligence
Policies, Practices
**and Procedures
- Ensures development and maintenance of sound, consistent employment practices, policies and procedures throughout the organization that are compliant with all legal requirements.
- Represents the Organization before external agencies such as the EEOC, Human Relations Commission, State Unemployment Commission, etc. in matters regarding charges of discrimination or unfair labor practices.
- Evaluate and update an employee-centered handbook on a regular and consistent basis to ensure it is reflective of YWCA values.
- Responsible for ensuring management and compliance of personnel records including but not limited to I-9 records, background checks, fingerprinting and other employee records.
- Collect consistent and ongoing feedback from employees through temperature checks, annual surveys, etc.
- Manages FMLA, Workers' Compensation Leave and other absences (issues appropriate notices, collect medical certifications, etc.)
- Must maintain a high level of confidentiality when working with sensitive and personal information (i.e. client, vendor, employee, contract information)
- Ensures compensation structure and pay scale is competitive with local markets and in compliance with current Federal, State and Local laws. This includes conducting a review of salaries and benefits for all positions in collaboration with the CEO
- Manage salary ranges; conduct market data research and analysis and make recommendations to ensure the organization stays on trend in the sector.
- Manage annual merit review process, make recommendations on annual increases or salary range changes, and assist with salary budgeting in conjunction with CEO, CFO and COO.
- Manage benefits administration including annual renewals, open enrollment, managing broker relationships and research/selection of company-wide comprehensive benefits program.
- Manages communication of Benefits program to employees.
- Oversees recruitment and talent acquisition processes, title/salary change process and offboarding, including preparation of offer/salary letters.
- Oversees new employee onboarding and orientation. May participate in interview panels.
- Responsible for design, coordination and implementation of employee relations and staff engagement and development programs; responsible for supporting employees within the organization.
- Leads the performance management/evaluation, compensation, talent review, 360 feedback and succession planning processes and practices.
- Assists with workforce planning to identify future staffing needs and succession planning.
- Ensures diversity, equity and inclusion in all HR related processes. Develops equitable recruitment and development strategies to encourage a diverse and talented workforce.
- Works with Senior Team to develop a culture of recognition, valuing employees, work-life balance and staff engagement. This includes leading employee engagement efforts.
Training and Development
- Responsible for overseeing implementation of the organization's professional development and performance evaluation processes, including talent management and succession planning.
- Delivers or coordinates delivery of Manager and leadership training, and training on HR related topics or processes.
Communications / General
- Displays consistent professionalism and courtesy when interacting with staff, partners, clients and vendors.
- Promotes and supports the mission, values and goal
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