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Director of Human Resources

The Human Resources Director will lead the HR team and all HR functions supporting approximately 300 employees in Johns Creek, GA (HQ), Macon, GA, and nationwide. This player/coach role will personally own compensation, employee relations, and compliance with a focus on optimizing HR business processes and instilling best practice. He/She will serve as a thought leader to drive change management across a multi-cultural organization and achieve business results. He/She must optimize operations by influencing leaders. This role requires a change agent who is a collaborative and strategic professional.

ESSENTIAL DUTIES AND RESPONSIBILITIES

  • Define and execute the overall HR strategy to drive a culture of high employee engagement   in alignment with our business strategy
  • Continually assess the competitiveness and equity of all programs and practices against relevant companies, industries, regions, and markets.
  • Anticipates and plans for long-term human resource needs and trends in partnership with business management
  • Build, manage, and motivate impactful HR team to meet and exceed organization and departmental goals and objectives.
  • Extract and share relevant insights to coach and empower managers to positively influence and impact workplace culture in alignment with our Company values.
  • Serve as a liaison to advise and consult on cross-functional policies, processes, and facilitate relevant internal communication to employees, managers, and departments
  • Define and monitor relevant metrics, ROI, and KPIs to proactively diagnose and address employment and operational related trends.

Development of the Human Resources Department

  • Oversees the implementation of Human Resources programs through Human Resources staff. Identifies opportunities for improvement and resolves any discrepancies.
  • Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff.
  • Develops and monitors an annual budget that includes Human Resources services, employee recognition, sports teams support, company philanthropic giving, and administration.
  • Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources.
  • Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.
  • Leads the development of department goals, objectives, and systems.
  • Establishes departmental measurements that support the accomplishment of the company's strategic goals.
  • Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.

Employee Relations

  • Formulates and recommends Human Resources policies and objectives for the company with regard to employee relations.
  • Partners with management to communicate Human Resources policies, procedures, programs and laws.
  • Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
  • Oversees and/or conducts investigations when employee complaints or concerns are brought forth.
  • Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.
  • 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.

Compensation

  • Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises.
  • Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
  • Monitors all pay practices and systems for effectiveness and cost containment.
  • Leads participation in at least one salary survey per year.

Benefits

  • In partnership with the President, obtains cost-effective, employee serving benefits; monitors national benefits environment for options and cost savings.
  • Leads open enrollment process and other benefit training.
  • Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
  • Oversees and manages insurance broker relationship to maximize support and ensures the quality of that support.

Compliance

  • Leads company compliance with all existing laws and completes 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 so forth. Maintains minimal company exposure to lawsuits.
  • 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 interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.

Organization Development

  • In partnership with Director of Talent, designs and directs and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
  • Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
  • Directs a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management.
  • Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction
  • Keeps the CEO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level.
  • The Human Resources Director assumes other responsibilities as assigned by the VP of Sales or President.

KNOWLEDGE/ COMPETENCIES                                                                                                                     

  • Broad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development.
  • Above average oral and written communication skills.
  • Excellent interpersonal and coaching skills.
  • Demonstrated ability to lead and develop Human Resources staff members.
  • Demonstrated ability to serve as a successful participant on the senior management team that provides company leadership and direction.
  • Excellent computer skills in a Microsoft Windows environment.
  • General knowledge of federal, state, and local employment laws and practices.
  • Experience in the administration of benefits and compensation programs and other Human Resources programs.
  • Evidence of the practice of a high level of confidentiality.
  • Excellent organizational skills.

EDUCATION/ EXPERIENCE

  • BA/BS Degree (or equivalent experience) in Human Resources or in a related field. MBA is preferred
  • Minimum of 10 years of progressive HR experience with at least 5 years leading an HR department.

WORK ENVIRONMENT

This job operates in a professional office environment, a manufacturing facility and warehouse locations.  This role routinely uses standard office equipment such as computers, phone, photocopiers, filing cabinets and fax machines.

PHYSICAL DEMANDS

While performing the duties of this job, the employee is regularly required to communicate with colleagues and operate standard office equipment.

OTHER DUTIES

Please note the job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job.  Duties, responsibilities and activities may change at any time with or without notice. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

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