Assistant Director Human Resources

SCOPE: The Assistant Director of Human Resources plays a crucial role in supporting the Human Resources Director in overseeing all aspects of the HR department. This role requires a blend of strategic thinking, operational expertise, and strong interpersonal skills to effectively manage the organization's human capital. This position reports directly to the Director of Human Resources.

Essential Duties And Responsibilities

The below statements are intended to describe the general nature and scope of work being performed by this position. This is not a complete listing of all responsibilities, duties and/or skills required.

• Collaborate with the HR Director to develop and implement HR strategies aligned with the organization's goals and objectives. Contribute to long-term planning and policy development to enhance employee engagement, productivity, and retention.
• Oversee the recruitment and selection process, including sourcing candidates, conducting interviews, and making hiring decisions. Develop and maintain effective talent management strategies to attract, develop, and retain top talent.
• Serve as a point of contact for employee relations issues, providing guidance and support to managers and employees. Ensure compliance with employment laws and regulations and handle disciplinary actions when necessary.
• Collaborate with department heads to identify training needs and develop programs to enhance employee skills and competencies. Implement initiatives to foster a culture of continuous learning and professional development.
• Manage employee benefits programs (family medical leave, health/dental/vision/life insurance and retirement plans, unemployment, workers’ compensation, and coordinate the sick leave bonus program, etc.) this includes claims resolution, change reporting, approving invoices for payment, annual re-evaluation of policies for cost effectiveness.
• Perform advanced employee relations functions including support and counseling regarding personnel and job-related conflicts, problem solving and dispute resolution, managing employee performance issues, review and assessment of termination requests; conduct exit interviews.
• Conduct complex/sensitive investigations relating to employee misconduct or complaints including, but not limited to, sexual harassment and employment discrimination.
• Supervise HR administrative tasks, such as maintaining employee personnel records, and ensuring compliance with HR policies and procedures. Utilize HRIS systems to streamline processes and improve efficiency.
• Stay up to date on changes in employment laws and regulations and ensure compliance with federal, state, and local requirements. Implement policies and procedures to mitigate HR-related risks and maintain a safe and inclusive work environment.
• Serve as member of Labor-Management committee and as a hearing officer in disciplinary and grievance proceedings.
• Develop and provide training in matters relating to managing within a unionized environment and more specifically within the language of the current Collective Bargaining Agreement.
• Prepare reports and correspondence, including confidential information pertaining to employees; effective use of analytical data to demonstrate positions and make recommendations.
• Supervision of Human Resources Generalists; and
• Perform additional duties as assigned.
  
  

Qualifications

To perform this job successfully, an individual must be able to perform each competency satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.

Desired Qualifications

• Demonstrated knowledge of human resources policies and procedures, and more importantly their application in the day-to-day working environment.
• Demonstrated ability to maintain the highly confidential nature of human resources work.
• Thorough knowledge of equal employment opportunity, ADA, and other HR related laws.
• Excellent written and verbal communication skills.
• Excellent analytical and organizational skills.
• Demonstrated proficiency in computerized business applications, including but not limited to Word, Excel, and HRIS systems and other HR-related software; and
• Preferred experience in efficiently managing one or more Collective Bargaining Agreements.
  
  

Education/Experience/Certifications

• Bachelor’s Degree in Human Resources, Business Management or a related field, or equivalent work experience.
• Five plus years of progressive HR experience, with at least 3 years in a supervisory or managerial role.
• Strong knowledge of employment laws and regulations.
• Proven ability to develop and implement HR strategies that support organizational goals; and
• PHR/SPHR, SHRM-CP/SHRM-SCP certification preferred.
  
  

Physical Demands And Work Environment

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is frequently required to maintain a stationary position, operate computers and other office equipment, move about the office, attend onsite and offsite meetings, and communicate. The employee must be able to sit or stand for eight hours while performing essential work duties. The employee must be able to accurately exchange information in person, in writing and via e-mail and telephone. The employee must be able to perform essential job functions in an environment that could have increased stress levels.

OTHER: The candidate must possess and maintain a valid driver’s license in state of residence, and maintain an insurable driving record under the terms and conditions of the CMHA auto liability policy. The candidate may have no more than 6 accumulated points in 3 consecutive years.

Equal Opportunity Employer/ Equal Housing Opportunities.