Senior Director Human Resources

Our client Acenda Integrative Health is looking for a Senior Director of Human Resources!

JOB SUMMARY

The Senior Director Human Resources (HR) is a dynamic leader responsible for developing and leading a highly effective HR team to support the Company s existing workforce and future growth initiatives to ensure the organization has the structure culture and talent needed to deliver on program goals and effectively serve the many children families and individuals throughout the community

As a core member of the leadership team the Senior Director Human Resources will shape and lead all tactical and strategic HR initiatives focusing on Talent Acquisition and Onboarding Performance Management and Learning and Development Employee Relations Compliance and Policy Development Compensation and Benefits Culture and Engagement and HR Systems Management

ESSENTIAL FUNCTIONS

TALENT ACQUISITION AND ONBOARDING

      Oversee the fulllife cycle recruitment process including the open requisition process review of job descriptions and job postings candidate sourcing and screening interviewing interview debriefs validating credentials compensation negotiations employment offers letters/agreements and onboarding

      Guide Recruiter and Onboarding Coordinator in creating a recruitment process protocol to implement across all hiring initiatives for uniformity and efficiency Establish processes for timely verification of licenses including background driving record professional and other checks as designated by accrediting agencies and state regulations Assure necessary action taken expeditiously if policy standards are not met

      Facilitate regular communication and collaboration between the Recruiter and Hiring Managers to understand talent needs and align recruitment efforts accordingly Partner with Recruiter to keep all stakeholders engaged with frequent communications looping them in with regards to all developments including any holdups

Implement an inclusive onboarding process for hired workforce including newly hired employees newly hired per diems and internal transfers that include organization and department specific knowledge transfer and integration Facilitate collaboration between onboarding Coordinator and payroll to coordinate shared functions help mitigate risk and help ensure business growth

PERFORMANCE MANAGEMENT LEARNING AND DEVELOPMENT

      Assess organizational needs and identify and support opportunities for management and employee professional development and growth

      Develop and maintain effective talent management programs that nurture employee growth engagement and retention Enable organizational capability through daytoday performance management guidance to management and support execution of performance management processes including coaching counseling career development performance appraisals corrective actions etc)

Provide skills training help management identify employees competencies knowledge and skills gaps and develop and continually monitor programs to address identified gaps provide management development and change management interventions upon request and as needed Serve as a resource and sounding board for restructuring efforts

EMPLOYEE RELATIONS

      Focus on creating and delivering people practices which develop and maintain positive working relationships

      Collaborate with leadership to ensure that people practices are fair and transparent and that managers are upskilled to manage people in a fair and effective manner

      Advise on conflict resolution and mediation facilitation

      Appropriately execute on disciplinary grievances investigations and appeals

Oversee and amend all employee relations practices to ensure legal compliance

COMPLIANCE AND POLICY DEVELOPMENT

      Review current HR policies and provide recommendations for updates as needed with the goal of ensuring that Agendas policies are compliant and tailored to meet business needs

      Collaborate with leadership to ensure people solutions focus on delivering results and outcomes while maintaining compliance with company policies practices and employment law

      Guide leadership and employee actions by researching developing communicating and updating policies procedures and guidelines adhering to all applicable federal state local and specific regulatory compliance to minimize organizational risk Partner with Program Leadership in updating Program Manuals as it relates to human resources policies

      Develop and conduct employee and manager training such as HarassmentFree Workplace Performance Management D&I and Interviewing and Selection

COMPENSATION AND BENEFITS

      Oversee and set the strategy design and benefit administrative processes to oversee all health and wellness programs

      Research recommend and implement new benefits programs Examine possible plan designs and benefits cost changes

      Ensure compliance requirements are met

      Ensure plan setup updates and changes are configured tested and accurately set up

      Oversee annual open enrollment process and associated project planning and management

      Serve as primary contact for Benefits Broker plan vendors and thirdparty administrators

      Collaborate with Finance Team to ensure cost efficiencies and review invoices

      Manage leaves of absence and accommodations including documentation notices recording of leave hours and monitoring the status of all active leaves and accommodations Partners with LOA Administrator to guide the employees through processes Educates management on leave process and compliance

Collaborate with Finance team and Payroll to establishes wage and salary structure pay policies and develop and implement compensation policies and programs that ensure employee attraction retention and corporate goal alignment in a costeffective manner

CULTURE AND ENGAGEMENT

      In partnership with Leadership establish the organization s culture and vision through employee engagement efforts such as surveys focus groups and workshops Implement effort to gauge the status of staff satisfaction and engagement Analyze and present results with recommendations for actionable next steps and improvements Continually assess company culture to identify problems and developing strategies to address issues timely

      Cultivate a culture of engagement through collaboration where employees feel valued and heard Demonstrate to leadership the advantages of collaboration and the risks of division Encourage leadership to break down silos by initiating collaboration amongst themselves while also implementing within their teams

      Within the HR Team foster honest expressive communication and by engaging in regular dialogue with each team member to develop and evolve expectations into realistic and agreedupon performance goals Ask purposeful questions relative to the task to ensure commitment and achievability

Work closely with the Director of DEI to develop and implement an equity and inclusion strategy for the organization

HR SYSTEMS MANAGEMENT

      Oversee the organization and general management of HR platforms/systems employee files and other HR documentation

      Leverage HR technology capacities to maximize efficiency Utilize HR data and analytics to make informed decisions and recommendations for improving HR processes identifying trends and driving datadriven insights

      Identify gaps and/or system improvements and update systems or processes when necessary

JOB SPECIFICATIONS

QUALIFICATIONS

To perform this job successfully an individual must be able to perform each essential function satisfactorily The requirements listed are representative of the knowledge competency skill and/or ability required Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions

COMPETENTCIES AND SKILLS

• Ability to work independently prioritize tasks and drive projects to completion
  
• Ability to act with integrity professionalism and confidentiality to build trust with clients
  
• High energy positive cando attitude solutions oriented with natural leadership skills
  
• Excellent written and verbal communication skills good listener and ability to influence without authority
  
• Proactive collaborator who is process and solution driven enabling change while improving company culture
  
• Demonstrated experience with EEOC and DOL regulations labor law compliance communications employee relations and management fundamentals
  
• Experience building strong relationships and partnerships with team internal customers peers and leaders and proactively manage those relationships
  

PHYSICAL DEMANDS AND WORK ENVIRONMENT

The physical demands and work environment characteristics described here are representative of those that must be met by an employee to perform the essential functions of this job successfully

This position requires the ability to lift and bend or stand as necessary sit bend stoop use keyboard see talk and hear May occasionally lift objects of to lbs In compliance with applicable law reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the position