Director Of Hr Jobs

Role Purpose and Responsibilities

The Director of HR is a key leader in the organization, accountable to plan, lead, direct, develop, and coordinate company policies, practices, HR workflows, and staff of the Human Resource (HR) department, ensuring legal compliance and implementation of the organization’s mission and talent strategy.

Helping drive Golden Malted’s growth, the Director of HR will be a well-established HR generalist with experience in all centers of excellence of HR to inclusive of talent attraction and retention, employee engagement and culture, benefits design and administration, compensation planning and administration, regulatory compliance, payroll, talent development, assessment and succession, and HR technology.

Scope

In order to be successful in this role, the Director of HR will be highly impactful and effective across the following:

o Ensuring best-in-class, recruitment, staffing, and onboarding processes exist. Success will incorporate use of new technologies to assist in the consistent delivery of these important processes and will be further utilized to measure the effectiveness of all stages and steps of the end-to-end process. Proper use of technology will allow the business to focus human touch on aspects of the process that technology is not suited to deliver, and cannot add value.

o Developing and maintaining an employment value proposition which translates into eye catching, outstanding employment marketing collateral.

o Build culture, engagement, and DE&I through the introduction of a set of thoughtful initiatives and tools inclusive of ERGs, quarterly culture surveys, a culture committee, annual benefit surveys, recognition programs etc. in pursuit of acquiring and retaining the best employees in the market.

o Working with benefit brokerage to design relevant and attractive benefit offerings that are affordable for the company and employee. Further, the HR Director will oversee the administration of benefits, again, using technology where it makes sense to improve consistent service and improve employee engagement.

o Overseeing all employee relations matters; being expert on Title VII, ADAAA, Workers Compensation, FMLA, etc. and managing high quality investigations and their outcomes.

o Support and assist in administering risk management programs (Worker’s compensation, Safety Planning, medical leaves) to reduce operational and legal risks.

o Establishing compensation practices such as maintaining job descriptions and their placement into job bands and/or a structure, building salary ranges and maintaining them annually, incentive compensation design, salary administration and common merit/anniversary date based program structure and guidance.

o Establishing and standardizing annual goal planning and performance review processes.

o Establishing and executing an annual talent assessment process that serves as input to a talent plan that is actionable (development plans in place, IDPs documented, quarterly tracking of planned for promotions, developmental moves, and other talent outcomes identified in the annual assessment process).

o Maintaining and improving policies and procedures in the employee handbook.

o Laying the groundwork for HR technology improvement and Human Capital Management score boarding and metrics deliverables.

Functional Experience

The successful candidate will have a minimum of ten years of progressive HR experience, with at least five years operating in a generalist capacity. Experience in all HR sub-disciplines/COEs desired. This candidate will have experience optimizing their HRIS systems and HR technologies, as well as revising policies, procedures, and programs.