JobsEQ by Chmura Logo

Director of Human Resources

Ashley

Location: Tampa, Florida
Type: Non-Remote
Posted on: November 3, 2020
This job is no longer available from the source.
Summary:
The Director of Human Resources strategically partners with business leaders to ensure Human Resources services effectively align with and support strategies to meet constantly changing business needs.
The Director of Human Resources position is responsible for establishing best practices; creating policies and procedures; determining key indicators of success, as well as working within limits of a pre-determined budget to acquire, allocate and manage resources in a manner that is fiscally responsible and mitigates risk to the Company.
The Director of Human Resources is responsible for invoking a positive work culture through imparting vision, empowerment and program development. This position is responsible for personnel administration matters that encompass talent acquisition, performance evaluation, disciplinary action, staffing levels, succession planning, and professional development.
The Director of Human Resources is accountable for effective and efficient use of business resources that will assist the Company in attaining key business outcomes related to revenue growth, quality and profitability.
Responsibilities:
• Partner with executive and senior leadership throughout the organization to design and implement HR operational strategy that supports the organizational business needs and goals. Determine best practices to support organizational direction.
• Develop policies and procedures consistent with organizational values & goals to ensure delivery of high quality HR processes.
• Collaborate with cross-functional departments to recommend and implement methods for integration of HR services with organizational initiatives. Design programs and policies to cultivate a strong customer service culture in the HR organization; oversee customer service objectives and outcomes.
• Evaluate potential issues or service needs and determine or recommend operational strategic response.
• Research, analyze and make recommendations for HR technology solutions and oversee implementation. Continually evaluate systems and processes to ensure technology meets business strategy.
• Evaluate potential compliance risk to minimize or eliminate exposure.
• Develop, guide and mentor HR professionals and others within the organization to build strong relationships among cross-functional departments and organizations.
• Evaluate all proposed business plans and build business cases for HR projects and initiatives to ensure all HR initiatives have return on investment (ROI) that adds to organizational value.
• Establish programs, policies and procedures to support the organizational culture. Drive alignment and buy-in at all levels and business units across the organization. Serve as a change agent for the organization to ensure successful implementation.
• Negotiate with internal and external stakeholders including vendors, staff and leaders.
• Collaborate with HR customers to design creative and long-term business solutions using HR expertise and perspective; align solutions (interventions) with business strategy and advocate for solution implementation; offer business solutions in a proactive manner.
• Drive employee engagement at all levels of the organization.
• Support organizational leaders on major projects. Translate the vision, mission and strategy into projects and initiatives with milestones and delivery schedules. Develop clear action plans with results-oriented goals for measuring success. ensure that HR and business solutions are on-time, on-budget and high quality.
• Coach front-line managers and business leaders on HR and business related issues. Mediate difficult employee relations and/or other interactions as a neutral party; resolve escalated conflicts among stakeholders.
• Oversee and provide guidance for HR investigations, and conduct as necessary, ensuring compliance with Company policy as well as state and federal laws. Advise management on appropriate resolution of employee relations issues.
• Work collaboratively with functional areas to ensure proper staffing levels meet business needs in all areas of responsibility.
• Develop, generate and analyze HR reports and provide interpretation to executive management.
• Make employment decisions and/or recommendations on hiring, improvement plans, transfers, promotions, corrective actions, terminations, pay adjustments, etc.
• Coordinate and manage the work of employees by directing members of the team to meet the area’s goals. Audit regularly to ensure standard operating procedures are being adhered to.
• Manage employee performance and assist employees in making improvements to their performance through coaching, mentoring and administering performance reviews. Recommend, plan and/or implement employee training and skill development activities.
• Audit, maintain and ensure employee time-keeping and absentee records are accurate.
• Communicate company and departmental issues and goals and facilitate employee growth and development through weekly team meetings, regular individual employee meetings, coaching, training, and company-offered learning opportunities.
• Manage resources to optimize equipment, facilities, employees, methods and materials.
• Demonstrate the Company’s Core and Growth Values in the performance of all job functions.