In alignment with the Association’s overall vision and goals, the Senior Director, Human Resources is responsible for the strategic development and delivery of Human Resources services, policies, and programs while promoting a positive culture and ensuring compliance with applicable employment laws and statutes.
Essential Duties & Responsibilities
Leads and Develops Human Resources
Oversees the development and implementation of HR programs through HR staff, ensuring established standards and procedures are followed
Directs and evaluates the work of HR staff, encouraging and facilitating their ongoing development
Develops and manages an annual budget covering HR services and programs
Selects and oversees HR consultants, attorneys, training specialists, insurance brokers, insurance carriers, retirement advisors, and other outside sources
Continuously monitors HR policies, programs, and practices, ensuring they remain current and compliant, and informing management of new developments
Leads the development of department goals, objectives, and systems and establishes metrics that support the accomplishment of the Association's strategic goals
Develops and administers programs, procedures, and guidelines which align the workforce with the strategic goals of the Association
Serves as a member of Cabinet, ACSA’s leadership team
Directs the setup, functionality and maintenance of the Association’s HRIS system, including time and attendance, benefits administration, onboarding, compensation, performance management, payroll processing and reporting functions
Reviews and approves ACA compliance and annual tax reporting
Maintains relevant professional and technical knowledge by most effective means, which may include attending educational workshops, reviewing professional publications, establishing personal networks, and/or participating in professional societies
Performs other related duties as assigned
Training and Development
Develops needs analysis and makes recommendations and facilitates the delivery of onboarding, professional development programs and leadership training
Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports
Leads the implementation of the performance management system including periodic evaluations and employee development programs
Employee Life Cycle
Establishes processes and leads recruitment activities for regular and temporary positions, including collaborating on updating position descriptions, posting job openings, applicant screening, preparing interview questions in consultation with appropriate supervisor, participating in and coordinating interviews, and conducting reference checks
Develops procedures for onboarding to newly hired employees including facilitating new hire paperwork, providing overview of employee manual, benefit programs, and policies and procedures. Develops training on employee portals for time keeping, employee data and group benefit and 401(k) enrollment
Oversees the delivery and record keeping of staff AB 1825 harassment training
Oversees and handles logistics for employee terminations to ensure accordance with applicable laws, regulations and best practices
Employee Relations
Formulates and recommends HR policies and objectives for the company with regard to employee relations
Partners with management to communicate HR policies, procedures, programs and laws
Determines and recommends employee relations practices necessary to establish positive employer-employee relationships and promote a high level of employee morale and motivation
Conducts investigations when employee complaints or concerns are brought forth
Monitors and advises managers and supervisors on employee discipline as needed, including working with managers on performance improvement processes for non-performing employees and reviewing and addresses employee responses as needed
Reviews, guides, and approves management recommendations for employment terminations
Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data
Leads employee appreciation and recognition programs to acknowledge key personal and professional milestones
Compensation and Benefits
Establishes the company wage and salary structure, pay policies, and provides guidance on variable pay systems within the company including bonuses and raises
Leads competitive market research to establish pay practices and structures to maintain competitive market advantage
Monitors all pay practices and systems for effectiveness, compliance and cost containment
Directs employee benefit design and administration including preparation of materials, employee education, enrollment procedures, compliance and reporting, as well as benefit invoice reconciliation.
May prepare personnel, group benefit, and retirement plan reports in compliance with applicable legal requirements and with appropriate entity
Employment Law and Compliance
Ensures employee files are complete and maintained in compliance with current legal requirements
Leads company compliance with all federal, state and local employment laws, including adhering to government reporting requirements related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and any others.
Develops the Employee Handbook and ensures regular review and updates. Provides guidance on interpretation to staff
Oversight of leaves of absence programs including FMLA, Workers Compensation and disability leave, as well as reasonable accommodation requests
Collaborates with facilities staff to ensure the workplace is safe and consistent with OSHA requirements, including violence prevention programs, safety training on ergonomics, and building evacuation drills are performed
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 privacy of employees and the company in accordance with Association HR policies and governmental laws and regulations
Organization Development
Designs, directs and oversees organization development, addressing issues such as succession planning, workforce development, key employee retention, organization design, and change management
Manages employee communication and feedback through company meetings, employee surveys, and all-staff communications
Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction
Keeps the Executive Director informed of significant problems that may impact the Association in general as well as those that are not being adequately addressed by individual managers
MINIMUM QUALIFICATIONS
Knowledge of:
California and federal employment laws and regulations
Group benefit and retirement plan design and administration
Recruiting and effective interviewing techniques
Leave of absence administration and reasonable accommodation
Intermediate to advanced proficiency in Microsoft Office Suite (Word, Excel, Outlook), Internet-based software, databases and HR Information Systems
Ability to:
Demonstrate diplomacy, tact and confidentiality while interacting with all levels within and outside of the organization
Work effectively as a member of a team
Use good judgment to assess a situation by weighing variables and gathering relevant facts
Multi-task, meet deadlines with a focus on organization and attention to detail as well as a methodical and logical approach
Communicate professionally and articulately, both verbally and in writing, on complex and/or sensitive matters
Experience:
Ten+ years of progressive leadership experience in Human Resources
Training/Education:
Bachelor’s degree in Human Resources or related field
SPHR-CA and/or SHRM CP certification preferred
We reasonably anticipate the starting annual salary range for this role to be $157,500 to $165,000.
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Seniority level
Director
Employment type
Full-time
Job function
Human Resources
Industries
Internet Publishing
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