Reporting to the CEO, the Director, Human Resources is responsible for HR strategy and operations in a hands-on, HR department-of-one role. The position supports organizational and strategic business initiatives by focusing on talent management, talent acquisition, and employee relations. This position also assists in shaping a culture of engagement of staff, and serves as trusted advisor and subject matter expert to the CEO and Senior Leadership Team.
DUTIES AND RESPONSIBILITIES
Human Resources Strategic Partner
Serves as trusted advisor to the CEO and Senior Leadership Team on human resource matters. Serves as a member of the Senior Leadership Team, and as liaison to the Workplace Team.
Develops and implements HR strategy. Prepares and monitors human resources, fringe benefits and salary budgets. Prepares salary, fringe and HR budget projections as requested.
Supports the staff cultural values and aligns them with HR activities.
Employee Relations and Communication
Serves as an advisor to managers and staff on a variety of HR issues. Establishes credibility as an effective listener and problem solver.
Communicates regularly and effectively with employees regarding HR-related matters.
Develops, revises, and interprets HR policies and procedures. Prepares and updates employee handbook for staff as needed.
Administers employee recognition program.
Performance Management, Evaluation, and Compensation
Develops and maintains performance evaluation system and documentation. Communicates with, coaches and trains staff and supervisors on evaluations and goal-setting. Assesses and reviews the effectiveness of the written evaluations and goals, providing comments and suggestions to supervisors.
Works with managers to prepare job descriptions.
Works with managers to coach and counsel employees effectively with regard to performance improvement, disciplinary actions, and terminations. Serves as a mediator for employee and supervisor disputes. Prepares any related documentation. When appropriate, recommends and conducts terminations.
Conducts exit interviews for voluntary departures.
Ensures equitable and competitive compensation program for staff. Analyzes external salary data.
Provides support to Executive Development Committee that evaluates and makes compensation decisions for the CEO position, as requested.
Oversees employee benefits programs ensuring a cost-effective, competitive benefits program. Works with ADP TotalSource on renewals and/or seeks proposals from outside brokers. (Most benefits administration and legal compliance tasks currently provided by ADP TotalSource.)
Coordinates administration of retirement plans (currently 401k and 457b). Provides data for annual compliance testing and Form 5500 completion. With CEO and Managing Director, Finance, periodically reviews investment performance, investment choices, and plan fees.
Recruitment, Selection and Onboarding
Works with managers to assess and meet staffing needs. Recruits, selects and places candidates for open positions.
Coordinates and conducts new employee orientation and onboarding, including online registrations.
Payroll and Timekeeping
Processes timesheet data and prepares upload to payroll. Documents and authorizes payroll changes. Tracks employee attendance, leave usage and balance of leave accounts. Maintains timesheet program and resolves technical issues with program.
Develops and designs training programs and materials. Delivers or coordinates delivery of training programs. Evaluates effectiveness of training programs and communicates results to Executive Office.
Responds to individual needs for training and professional development by researching and recommending available courses.
Represents organization at personnel-related hearings and investigations, if necessary. Consults legal counsel to ensure that policies and employment actions comply with federal and state law.
Maintains records required by law or local governing bodies, or other departments in the organization, including personnel files.
Collects and analyzes data in order to create and maintain Affirmative Action Plans; as Affirmative Action Officer, ensures implementation of the AAP.
AIHA Career & Employment Services Committee
Serves as subject matter expert to the Career & Employment Services Committee in areas that cross-over into the HR skill set such as resumes and interviewing skills. Plans and delivers presentations with committee volunteers in the job fair at annual conference, as well as conducts resume review meetings and mock interviews with job fair participants.
Application Process: Submit letter of interest, salary requirement and resume to AIHA HR, via email: email@example.com or fax: 703-207-3561.
Knowledge of employment laws and human resource management concepts and practices.
Strong computer skills, including intermediate knowledge of Word, Excel and PowerPoint; ability and willingness to learn other software and web-based programs for affirmative action planning, timekeeping, performance evaluation, benefits administration, and payroll.
Hands-on experience in the following functional areas: employee relations, training and development, compensation planning and analysis, 401k plan administration, performance evaluation, and creating policies and procedures.
Strong business acumen and consultative approach.
Excellent verbal and written communications skills.
Professional in Human Resources/Senior Professional in Human Resources certification (PHR/SPHR) or SHRM-PC/SCP preferred but not required.
Bachelor's Degree (B. A.) in related field or equivalent; or 7 – 10 years related experience and/or training; or equivalent combination of education and experience
About American Industrial Hygiene Association
AIHA is a forward-thinking 501(c)(6) professional society headquartered in Falls Church, VA. We employ 50 staff, operate a $16m operating budget, manage two 501(c)(3) and three LLCs, and represent the interests of nearly 8,500 individual occupational and environmental health and safety professionals.