The Human Resources Director originates and leads Human Resources practices and objectives that will provide an employee-oriented, high-performance environment that emphasizes inclusion, empowerment, quality, productivity and standards, and the recruitment and ongoing development of an exceptional, dedicated workforce.
The Human Resources Director coordinates implementation of services, policies, and programs through Human Resources staff; reports directly to the Superintendent, and serves on the management team; and assists and advises company managers about Human Resources issues.
Distinguishing Features Of The Class: The Human Resource Director ensures that human resource programs support the strategic priorities and long-term organizational goals. As a member of the management team, this position performs and develops HR processes, establishes recruitment, hiring, onboarding, and retention practices, ensures equitable competitive salaries and benefits and is responsible to hire, performance manage, discipline and separate employees from the organization.
Operating from a customer service framework, this position ensures employee development, health and safety, and conducts regular HR training for employees and supervisors. This position has direct supervisory responsibilities including culturally responsive supervision experience, as well as serving as a coach and mentor for other positions in the organization.
This position requires considerable knowledge of principles and practices of human resources, diversity, equity and inclusion, and risk management, dynamics of employee development and professional growth; and working knowledge of state and federal labor laws and regulations. Ability to plan, organize and present training activities to diverse employee groups, establish and maintain effective working relationships with employees, other agencies and the public, follow written and verbal instructions, and communicate effectively verbally and in writing.
EXAMPLES OF ESSENTIAL DUTIES PERFORMED:
(Illustrative only. Any single position of a class will not necessarily involve all the duties listed, and many positions will involve duties that are not listed.)
(30%) Advocate for Diversity, Equity, and Inclusion (DEI), Risk/Safety Management, and Overall Employee Health and Well-being • Develop and implement a human resources plan that aligns with the overall mission and strategy of the organization, resulting in innovative, best practices and policies that will service the full range of Willamalane’s HR needs and help build and foster an environment that ensures overall employee health and wellbeing. • Oversees and supports the DEI Supervisor in development and implementation of the DEI program and the DEI strategic priority. • Oversees annual department work planning and implementation of individual plans for Human Resources Department staff, and DEI and Risk programs. Set SMART goals and establish metrics to measure effectiveness of key HR processes and intended outcomes. Creates an environment of accountability. • Oversees Risk and Safety Specialist in the development and implementation of safety training programs for compliance with OSHA regulations and other federal, state or local requirements. • Oversees and administers risk management, safety, worker’s compensation, protected leave (FMLA, OFLA, ADA etc.) and employee benefits programs. (25%) Organizational Development & Management Team Collaboration • Designs, directs, and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management. • Monitor the organization’s culture so that it supports the attainment of the company’s goals and promotes employee health and wellbeing. • Keeps the Superintendent and management team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately. • Collaborates with the Management Team to understand the organization’s goals and strategy related to staffing, recruiting, and retention. • Collaborates with Willamalane’s Community Engagement Department to establish goals and ensure metrics are met regarding internal communication. Communication includes but is not limited to: Benefit information, staff changes, policy revisions, or other needs as established per staff or Board requirements. • Embraces and collaborates with the IT Manager on the use of new technologies to improve employee engagement, productivity, and leverage technology to create seamless HR systems and processes for a complex organization. • Provides advice and counsel to management and leadership teams, and staff on updating and interpreting programs. • Provides resources, guidelines, checklists, and training to employees and supervisors that supports the development of effective solutions to employee relations issues.
(25%) Program, Performance, and Policy Management • Oversees the development and implementation of supervisory training programs that include culturally responsive supervision and meets the agency’s highest priority needs. • Oversees the implementation of a continuous improvement performance management system that ensures timely, objective, and realistic employee performance assessments, links performance assessments to achievable goals and work plans, and promotes a culture of accountability. • Oversees the Talent Acquisition and recruitment programs and efforts. • Develop and implement personnel programs, policies, and procedures in such areas as classification, compensation, communications, training, growth and retention, performance reviews, DEI and safety. • Monitors legislative action, bills and new legislation to provide advice to management staff. Develops policies and procedures for safety, loss prevention and risk control including policies and procedures for diversity, equity and inclusion values and priorities. • Researches, analyzes data and prepares quarterly reports on HR trends that include DEI demographics and trends, new HR project suggestions and current program goals and progress. • Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments. (20%) General Human Resources Management • Manages and enforces the district’s collective bargaining contract, participates in negotiations and appropriate union/collective bargaining-related meetings. • Manages handling of lawsuits and acts as liaison with attorneys. • Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources. • Makes purchasing recommendations and manages various liability, property, and specialty insurance policies. • Develops and monitors an annual budget. • Participates in development of benefits strategy of employee benefits program. • Provides assistance and guidance to departments regarding liability, risk issues and contract administration. • Represents the organization with related agencies and the public.
• Knowledge: Strong understanding of principles of human resources, training, business operations, leadership, personal and professional development, DEI and safety practices.
• Skills: Effective written and oral communication skills; able to exhibit sensitivity to needs of employees and patrons while maintaining an efficient and cost-effective human resource and risk management program; proficient skills including leadership, negotiation, conflict resolution, conducting investigations, relationship management, project management, ethical practice, and proficient in Microsoft Office Suite tools including email and internet research
• Abilities: Communicates effectively with all ages; work independently with accountability; evaluate effectiveness of programs and staff, excellent written and verbal communication skills, establish and maintain positive work relationships with management, staff, and volunteers. Has strong attention to detail.
• Minimum Experience and Training: Bachelor’s degree in human resources or a related field and four years of human resource experience; 3 years of experience must have been in a management capacity. Experience developing and implementing diversity, equity and inclusive policies and practices. Any combination of education, training and experience that demonstrates the ability to perform the duties of the position may also be considered.
• Preferred Experience and Training: Master’s degree in human resources or related field. Five years of experience in a management capacity. SHRM Senior Certified Professional (SHRM-SCP) credential or HRCI Senior Professional in Human Resources (SPHR) credential. NOTE: the successful candidate will be required to obtain one of these certifications within one year of hire. Diversity, Equity and Inclusion certificate(s), degrees or courses. Bi-lingual in Spanish.
• Physical Requirements of the Position: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk and hear. This position requires the ability to occasionally lift office products and supplies, up to 20 pounds. Specific vision abilities required by this job include close vision and ability to adjust focus.
• Work Environment: This job operates in a professional office environment. This role routinely uses standard office equipment. Travel is primarily local during the business day, although some out-of-the-area and overnight travel may be expected.
• Personal Protective Equipment: None
Human Resources Competencies Required for this Position:
• Leadership: Sets a positive example for others, takes initiative on key business issues, and demonstrates ability to develop and grow team members. Collaborative, listener, humble. Experience in an organization committed to equity and inclusion. Acts with a high level of integrity.
• HR Expertise: An understanding of, and proficiency in, a specific kind of activity, particularly one involving methods, processes, procedures, or techniques. - Expert working knowledge and understanding of all relevant, federal, state, and local labor laws, regulations, and guidelines. - Demonstrated success designing, structuring and implementing innovative employee benefit health plans. - Experience in creating successful DEI recruitment, hiring, onboarding and retention programs. - Demonstrated success/experience in developing and sustaining employee recognition programs that include DEI values. - Exceptional organizational skills and demonstrated competency in flawless record keeping. - Keep current with literature and best practices in the field of Human Resources, DEI, and employee engagement. - Able to manage information in a way that honors all parties, high degree of honesty and integrity. - Intermediate knowledge of Microsoft Office products including Outlook, Word, Excel, and PowerPoint. - Experience in a union/collective bargaining environment is preferred.
• Problem Solving/Objectivity: Ability to work effectively as a group member and foster collaboration within the team you lead and across work groups and departments with HR and DEI support needs. - Skilled at building/managing interpersonal relationships and networks that achieve mutually beneficial outcomes; ability to find common ground and build rapport with internal and external stakeholders. - Curious, continuous learner who embraces innovation and idea generation. - Operates proactively and takes initiative. - Ability to anticipate potential problems and seize positive opportunities. - Creative, logical, and imaginative problem solver and exploit opportunities. - Approach role with a DEI framework, great deal of humility and a sense of humor. - Conscientious, reliable, and responsible; honors commitments and fosters trust. - Self-confident and self-aware; strong desire to produce outstanding results and contribute to a culture of excellence. - Able to read, process and react objectively, positively, and constructively to people and judge situations wisely. - Demonstrated ability to work effectively with a diverse employee population.
• Conceptual: Develop a sense of the organization as a whole and understand how the organization works as a system, understand the influence and impact of HR’s actions and words on the organization and individual staff. - Can articulate and role-model (walks and talks) of the district mission. - Understands Human Resource department’s role in the pursuit and achievement of the district’s mission and strategic plan. - Active, strategic, and constructive participating member of the district’s Leadership and Management Teams. - Committed to coordinated action among all departments to achieve the district goals.
Availability: During peak activity periods work in excess of 8 hours per day and/or 40 hours per week. Job may occasionally require morning, evening, and weekend work. Willingness and ability to travel between Willamalane Facilities. Valid Oregon Driver’s License.