Director of People and Culture Job Requirements:

• Knowledge of and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development.
• Better than average written and spoken communication skills.
• Outstanding interpersonal relationship building and employee coaching skills.
• Demonstrated ability to lead and develop HR department staff members.
• Demonstrated ability to serve as a knowledgeable resource to the executive management team that provides overall company leadership and direction.
• Excellent computer skills in a Microsoft Windows environment. Must include knowledge of Excel and skills in Human Resources Information Systems (HRIS).
• General knowledge of various employment laws and practices and experience working with a corporate employment law attorney.
• Experience in the administration of benefits and compensation programs and other Human Resources recognition and engagement programs and processes.
• Evidence of the ability to practice and coach organization managers in the practice of a high level of confidentiality.
• Excellent organizational management skills.

Specifically:

Employee Relations

• Formulates and recommends Human Resources policies and objectives for the company on any topic associated with employee relations and employee rights.
• Partners with management to communicate Human Resources policies, procedures, programs, and laws.
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Conducts periodic surveys to measure employee satisfaction and employee engagement.
• Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them. Makes certain that the managers know how to successfully, ethically, honestly, and legally communicate with employees.
• Conducts investigations when employee complaints or concerns are brought forth.
• Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.
• Reviews and guides management recommendations for employment terminations.
• Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data.
• Reviews employee appeals through the company complaint procedure.

Compensation

• Manages and maintains the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises.
• Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
• Monitors all pay practices and systems for effectiveness and cost containment.
• Monitors best practices in compensation and benefits through research and up-to-date information on available products.

Benefits

• With the assistance of the CFO, obtains cost-effective, employee-serving benefits; monitors national benefits environment for options and cost savings.
• Leads the development of benefit orientations and other benefits training for employees and their families.
• Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.

Law

• Leads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits.
• Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies.
• Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Minimizes risk.

Organization Development

• Designs, directs and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, and change management.
• Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
• Manages a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management.
• Manages the semiannual and annual employee performance review process.
• Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
• Manages and/or participates in company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.
• Keeps the CFO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level.
• The Director of People and Culture assumes other responsibilities as assigned by the CFO.