Job Function: Implements Human Resource Values. Plan, direct, and coordinate human resource management activities of the Company to maximize the strategic use of human resources and maintain functions such as employee compensation, recruitment, personnel policies, and regulatory compliance. Establishes Human Resource programs; identifies and researches HR issues and priorities; provides HR advice, counsel, and decisions; researches, develops, writes, and updates HR policies, procedures, methods, and guidelines.
Responsibility: The principal responsibilites of the Human Resources Director consist of, but are not limited to:
- HR Compliance: Manage Company Policies, Procedures and Best Practices for Federal, State, and Local laws to ensure compliance on a continual basis; coordinating updates with Board of Director approvals.
- Employment Cycle: Recruitment/On-boarding/Orientation/Training & Retention and Off-boarding.
- Development: Update and maintain Job Descriptions for exempt and non-exempt staff. Goal setting at all levels, performance assessments, coaching and training, competitive wage and salary structures, and career development for successful outcomes. Providing day-to-day guidance. Resource and communication training materials for managers and staff. These include, but are not limited to, supervisory skills, personnel management, customer communications, phone skills, safety information, and computer software training. Provide employee development materials to improve workforce outcomes and success.
- Safety: Develop and manage company safety programs to include Injury and Illness Prevention Plan (IIPP), Heat Illness Prevention Plan, Emergency Action Plans (EAP), Workplace Violence Prevention Training, and Workers’ Compensation (WC) utilizing outside resources for compliance. Oversee Garton’s quarterly TASK meeting requirements throughout all departments in all locations. Ensure in-person facility checks are done twice a year in coordination with WC insurance carrier. Develop effective safety measures to minimize Worker’s Compensation claims and costs.
- Workers Compensation: Maintain Worker’s Compensation (WC) regulations throughout the company. File DWC1 and 5020’s claims, investigate, coordinate treatment, benefits, and return to work process. Continually partnering with WC insurance carrier in developing and implementing safety processes and procedures to manage MOD rating. Maintain OSHA logs and annual reporting compliance. Coordinate with CFO renewal policy.
- Benefits: Continually source best opportunities and options; Medical/Dental/Vision/LifeIns/401k/H.S.A./F.S.A./VoluntaryPlans/PTO Annual rate negotiations with brokers/carriers securing annual benefit policies. Coordinate Annual Open Enrollment, track eligibility, enroll employees and dependents, payroll deductions, troubleshoot issues, reconcile monthly billing invoices, manage medical withholding orders, conduct 5500 compliance reporting, COBRA management.
- Payroll: Set up and maintain confidential employee payroll database - Paycom. Develop and maintain quality control processes. Policy compliant wage rates, accrued vacation, sick hours and various PTO hours. Manage direct deposit transactions. Maintain time keeping system for payroll processing – Paycom.
- Support Management: Providing human resources advice, counsel, and assistance as required.
- Location Visits: Visiting each location as necessary - providing feedback to the Board of Directors. Meet with staff members, review safety logs, review Workers’ Compensation incidents, personnel procedures, answer questions employees may have regarding policies, procedures, and benefits.
- Work Consistently with Managers: CFO and Accounting Manager on 401K benefits as related to employee benefits, Workers’ Compensation, etc.
- Build Employee/Company Morale & Camaraderie: Participation in company events, awards, community service, training events, recreational events, safety awards, recognition, and charity functions.
- Continually improve HR Director Job Knowledge: Attend educational workshops, review professional publications, establishing personal networks, benchmarking state of the art practices, participating in professional societies.
- Degree in Human Resources or Business Administration
- Minimum 10+ Years Executive HR Management Experience
- SPHR/PHR Certification
- Knowledge of Federal, California state and local laws and regulations is critical
- Demonstrated leadership in implementation of HR policies
- Experience in managing organizational change and productivity improvement achieving success
- Excellent oral, written communication skills
- Bilingual English/Spanish is desirable
Personal Characteristics
- Able to act in an unbiased way in dealing with a broad range of HR issues
- Excellent interpersonal skills and flexibility to adapt to a changing environment required
- Well-developed problem identification, and analytical problem resolution skills
- Ability to effectively manage multiple priorities and projects with a keen attention to detail
- Must display integrity and ethics in handling confidential information and situations
- People-centric HR advocate able to articulate the vision within the Company
