Director Of Human Resources

PRIMARY FUNCTION

The Human Resources Director is responsible for developing and executing a human resource strategy to support the organization's business plan and strategic direction by guiding leadership in business operations and HR requirements. The Human Resource Director will oversee all HR functions by setting, enforcing, and evaluating HR policies, procedures, and best practices to support the organization's mission.

REQUIREMENTS

Education

Required:

Bachelor's Degree in Human Resource Management, Business Administration, or a related field

Human Resources certification (PHR or SHRM-CP)

Preferred:

Master's Degree in Human Resource Management, Business Administration, or a related field

Senior Human Resources certification (SPHR or SHRM-SCP)

Experience

Required

A minimum of seven years of HR leadership with progressively responsible roles.

Preferred:

A minimum of ten years of HR leadership with progressively responsible roles.

FLSA Status: Exempt

SKILLS, KNOWLEDGE, AND ABILITIES

• Excellent verbal and written communication skills.
• Excellent interpersonal and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Strong analytical, strategic thinking, and problem-solving skills.
• Strong supervisory and leadership ability.
• Strong self-motivation and high initiative with a proven ability to identify and address challenges to the organization.
• Thorough knowledge of employment-related laws and regulations.
• Ability to prioritize tasks and delegate when appropriate.
• Proficient with Microsoft Office Suite and the ability to learn HRIS and talent management systems.
• Ability to speak, read, and understand the English language.
  

REPORTING RELATIONSHIPS

The Director of Human Resources reports to and is accountable to the Chief Operating Officer and Vice President of Baker Boy. The following positions report to and are accountable to the Director of Human Resources:

Human Resource Department

ESSENTIAL FUNCTIONS

• Collaborates with leadership to define the organization's long-term mission and goals; identifies ways to support this mission through the human resource management function.
• Establishes and executes strategic HR plans that effectively communicate and support the company's mission and strategic vision.
• Translates the company's values and guiding principles into a positive culture supporting growth and equal opportunity.
• Identifies key performance indicators for the organization's human resource management function.
• Annually reviews and recommends to executive management to improve the organization's policies, procedures, and practices on human resource matters.
• Analyzes the organization's success of programs, procedures, and tools to determine market competitiveness.
• Researches, implements, and assesses competitive compensation, benefits, performance appraisal, and employee incentive programs that are cost-effective.
• Conducts research and analysis of organizational trends, including review of reports and metrics from the organization's human resource information system (HRIS)
• Develops comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals.
• Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements.
• Prepares and implements the budget for the human resource department.
• Provides overall leadership and guidance to the HR function by overseeing recruitment, career development, retention, training, leadership development, compensation, and benefits.
• Performs other duties as assigned.