Purpose:

The Human Resources Director leads the HR team in all human employment matters to ensure a strong organizational culture that complies with all federal & state regulations and agency policy.

Essential Functions:

• Maintain working knowledge of all federal and state employment laws, as well as various funding source personnel requirements.
• Supervises HR Manager and HR Coordinator providing direction and training on various HR aspects.
• With HR Manager, Controller and Executive Director finalize benefit selections for the benefit plan year.
• Complete and maintain all required state and federal reports related to the agency and employees.
• Database management for all employees in HRIS. Coordinate system needs with Accounting Manager, Payroll, and HR Coordinator.
• As needed, but at least yearly, review of Personnel Policies with the Executive Director and Board of Directors Personnel Committee. Attorney review of Policies every five (5) years.
• Work with Leadership Team to promote and continue overall agency cohesiveness and philosophy, including Core Values.
• Maintain and provide training on the Supervisors' Manual.
• Maintain confidentiality related to all personnel and agency business.
• Participate and attend monthly Board of Directors' meeting. Interface with Personnel Committee as necessary regarding updates and changes to Agency policies.
• Conduct wage analysis as needed. Propose changes to the Leadership Team.
• Analyze, develop, and maintain a pay scale structure.
• Ensures that there is a comprehensive orientation and a suite of trainings for employees' professional development, these will be reviewed and updated annually.
• Leads the implementation of the performance management process including training of new supervisors, monitoring of performance evaluation completion, and supervisor support.
• All staff communication regarding federal & state laws. Support for supervisors and managers on how to guide employees on all aspects of the Personnel Policies and Agency procedures.
• Conducts investigations when employee complaints or concerns are brought forth following the procedures in the personnel Policies.
• Participates in Agency Strategic Planning. Provides leadership and result tracking, as necessary.
• Ongoing personal development through professional organizations and trainings.
• Participates and contributes to weekly L-10 Leadership Team meetings and other management meetings as scheduled.
• Conduct HR L-10 meetings as scheduled.
• Monitors FMLA employee statuses. Processes FMLA paperwork.
• Collect, analyze, and report Exit Survey data to be used for continuous quality improvement.
• Assess wellness for employees and evaluate Employee Assistance Program (EAP) annually.
• Performs other related duties as required and assigned.

Position Objectives:

• To develop an employee-oriented agency culture that emphasizes quality, continuous improvement, employee retention, development, and high performance.
• To ensure compliance with all state and federal employment laws.
• To represent NMCAA in a professional, supportive, and knowledgeable manner.
• To be a dual advocate for both the employer and employee.

Measured by:

• The aligning of NCMAA policies with federal and state employment laws to ensure the workplace is a safe environment that has all the necessary support for productive relationships.
• Regular employment file audits and wage surveys to assess the equity of compensation practices.
• Modeling behaviors and actions that give employees assurance that the company is committed to fair employment practices.
• Cooperation with and feedback from co-workers and management.
• Professional representation of the agency.
• Efficiently servicing employees.

Minimum Education:

• A bachelor's degree or equivalent in human resources or related field.
• HRCI Senior Professional in Human Resources (SPHR) and/or SHRM Senior Certified.
• Professional (SHRM-SCP) certification preferred.

Minimum Experience:

• Five years' experience in administration and human resources field.

Essential Abilities:

• A commitment to the NMCAA philosophy and mission.
• Ability to maintain confidentiality.
• Ability to interact positively with co-workers and management in a non-judgmental, tactful, and courteous manner.
• Ability to suggest innovative approaches in completing job responsibilities.
• Ability to work openly and cooperatively as a team member.
• Ability to perform physical tasks to carry out specific job duties.

Minimum Skills Required:

• Effective interpersonal, written, and verbal communication skills.
• Ethical conduct
• Strategic thinking
• Leadership
• Decision making

Minimum Physical Expectations:

• Physical activity that always requires keyboarding, sitting, phone work and filing.
• Physical activity that always requires extensive time working on a computer.
• Physical activity that sometimes requires travel by car and/or air.
• Physical activity that often requires lifting under 25 lbs.
• Physical activity that often requires bending, stooping, reaching, climbing, kneeling, and/or twisting to access employee files and records.
• Physical activity that sometimes requires lifting over 25 lbs. but not more than 50 lbs.

Minimum Environmental Expectations:

The Human Resources Director position operates in an office setting. This role routinely uses standard office equipment, such as computers, phones, photocopiers, filing cabinets and fax machines.