Human Resources Director - EIHAB HUMAN SERVICES : Job Details

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General PurposeTo effectively and efficiently administer the human resource functions of EIHAB Human Services. Develops, implements, and supervises the agency-wide personnel procedures and functions toward the accomplishment of the stated Mission. Responsible for all activities including policy, program development and reporting relating to human resources management. Serves as liaison between management and employees, providing both with counseling and/or assistance regarding performance and work/life issues. Monitors organizational compliance with federal and state employment laws.

General PurposeTo effectively and efficiently administer the human resource functions of EIHAB Human Services. Develops, implements, and supervises the agency-wide personnel procedures and functions toward the accomplishment of the stated Mission. Responsible for all activities including policy, program development and reporting relating to human resources management. Serves as liaison between management and employees, providing both with counseling and/or assistance regarding performance and work/life issues. Monitors organizational compliance with federal and state employment laws.This professional is member of the senior management team and works with this team in strategic organization planning.Areas Of Responsibilities

• Manage the Human Resource affairs of the Corporation.
• Liaison between Management and Employees; Councils Directors/Managers on issues related to Human Resources.
• Develop negotiate and administer employee benefits program
• Coordinate with Directors/Managers in the orientation and performance reviews for the staff.
• Development and administration of personnel policies and procedures
• Development and compliance with job classification system
• Demonstrate Health and Safety Related Behavior
• Assist and Participate in the Overall Planning Functions of the Agency

Responsibilities DefinedManage the Human Resource affairs of the Corporation

• Works closely with the CEO to define the human resource goals and objectives.
• Develops and maintains a human resources system that meets Agency personnel information needs.
• Directs, in coordination with the Fiscal Department, employee information processing of all required federal and local tax.
• Produces Human Resource information on a timely basis including quarterly and annual turnover reports, overtime reports, information needed and required by state, federal and accreditation surveys, information requested on an on-going or specific basis by Directors/Managers.
• Coordinates and/or conducts exit interviews to determine reasons behind separation.
• Assures compliance to all state, federal, case laws, and labor laws related to human relations.
• Develops monitors and maintains Affirmative Action Plans/EEOC reports.
• Participates in Board meetings (as requested).
• Conduct Human Resources Compliance reviews and recommend corrective action
• Coach and consult senior management on succession planning and other strategic HR issues.
• Improve efficiency in staff hiring and lower average number of days to fill a position

Liaison between Management and Employees; Councils/coaches Directors/Managers on issues related to Human Resources

• Oversees employee relations; mediates disputes, researches/investigates and conducts interventions in order to resolve conflicts, gain cooperation and reach consensus among the staff; analyzes and recommends constructive solutions to performances/personal issues. Fosters and maintains a working environment conducive to positive moral, individual style, quality, creativity, and teamwork.
• Trains Directors/Managers in legal issues related to HR
• Provides direction and council to Directors/Managers on standards of performance and makes recommendations for employment disciplinary actions.
• Answers any questions and/or requests by governmental agencies including employee complaints.
• Represents the agency at hearings as appropriate.
• Consults with legal counsel as appropriate, and/or as directed by the CEO on personnel matters.
• Institute Employee Relations functions to address performance issues, complaints and policy changes
• Develop strategies for senior executives to create highly competitive cultures and productivity initiatives after restructuring

Develop and direct benefit administration and monitor employee benefit program

• Researches and analyzes benefits options and oversees administration. Confers with CEO/CFO regarding benefits costs, make recommendations as to employer/employee cost sharing, ensure applications are processed accurately and timely.
• Provide support to all staff relative to insurance issues, including but not limited to hospitalization, short-term disability, long-term disability, life, dental, supplemental cancer, worker's compensation, etc.
• Provide support to all staff relative to paid time off; assist in determining eligible time and utilization of time available and used.
• Provide support to all staff relative to 403(b) withholdings, withdrawals, loans, etc.
• Ensure that documentation is submitted to appropriate agencies within time parameters, including but not limited to worker's compensation, EEOC, etc.
• Primary liaison between insurance carriers, agents and employees.

Coordinate with Directors/Managers in the recruitment, orientation of all staff.Oversee the screening of candidate's policies to ensure that high standards in the recruiting process are being met.

• Oversee the coordination and management of job descriptions.
• Develops techniques and procedures for and directs the activities or recruitment, induction, placement, orientation, and training to achieve departmental objectives.
• Coordinate with Directors/Managers to select, train/orient and assign staff Recommends pay levels for individual employees based on Performance Based Pay system
• Oversee the orientation training for all new hires on personnel policies.
• Assures all required personnel documentation is received from Directors/Managers.
• Oversee the monitoring of the performance appraisal process
• Oversee the implementation of training programs for all departments within the organization
• Improve organizational performance by introducing new performance appraisal which quantified goals and better measured annual performance contributions. Improve organizational performance by delivering performance management and selection training
• Develop and delivered training on sexual harassment, interviewing, managerial (team building, time management etc.) and performance appraisals.
• Lower employee litigation costs and exposure by deploying alternate dispute resolution process.
• Lower costs per hire through more effective sourcing strategies

Development and administration of personnel policies and procedures

• Recommend, develop and revise personnel policies necessary to achieve organizational goals and objectives.
• Ensure consistent practice of implementation of personnel policies, interpret policies and regulations to management staff and employees.

Development and compliance with job classification system

• Conduct research, assimilates data and creates wage/salary ranges and recommendations
• Initiate and direct surveys related to wages, benefits, morale, turnover, and other employee considerations.
• Assist CEO/CFO in the annual review, preparation and administration of the Agency wage and salary program.

Demonstrate Appropriate Health And Safety-related Behavior

• Comply with all applicable health and safety-related rules, regulations, and Procedures
• Work safely and encourage others to do so
• Assist supervisors and managers in identifying and mitigating potentially hazardous conditions
• Help the organization maintain a healthy and safe work environment

Assist and Participate in the overall Planning Functions of the Agency, which include the following:

• Work with departmental team, agency management team and administrative staff in the interface of program mission, operation, budget, goals, and objectives with agency mission.
• Participate in agency committees and task forces for the purpose of communication and quality in all aspects of agency functions.
• Adhere to all agency and program policies and procedures including standard operating procedures, safety rules and regulations, staff code of ethics and personnel policies.

Performs Other Related Duties As Assigned Or RequestedESSENTIAL JOB FUNCTIONS:

• Knowledge of federal and state employment laws
• Travel within New York City and other states as necessary
• Must possess excellent writing and communications skills
• Proven internal consulting skills supported by diverse background in compensation, benefits, employee relations, payroll and recruiting.
• Areas of expertise include guiding business through cultural and organizational changes by developing and championing people.
• Steering executive management through dynamic Human Resource issues by providing innovative consulting.
• Working with clients to facilitate problem identification and resolution using creative, non-traditional approaches.
• Building and leading high performing cross-functional teams.
• Proven ability to develop and implement procedures that enhance efficiency for the organization.
• Strong skills in Computers. Management/Business skills include time/project management.
• Knowledge of Federal and State Labor Laws.
• Possess excellent analytical and trouble shooting skills.

QualificationsKnowledge and skills required: Bachelor's degree in Human Resource Management, Business or Behavioral Sciences, or equivalent professional experience in the Human Resources field,

Seniority level

• Seniority levelDirector

Employment type

• Employment typeOther

Job function

• Job functionHuman Resources
• IndustriesIndividual and Family Services

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