Sr. Director, Human Resources

Sacramento, CA, United States

DEFINITION OF POSITION

In alignment with the Association’s overall vision and goals, the Senior Director, Human Resources is responsible for the strategic development and delivery of Human Resources services, policies, and programs while promoting a positive culture and ensuring compliance with applicable employment laws and statutes.

ESSENTIAL DUTIES & RESPONSIBILITIES

Leads and Develops Human Resources Oversees the development and implementation of HR programs through HR staff, ensuring established standards and procedures are followed

Directs and evaluates the workof HR staff, encouraging and facilitating their ongoing development

Develops and manages an annual budget covering HR services and programs

Selects and oversees HR consultants, attorneys, training specialists, insurance brokers, insurance carriers, retirement advisors, and other outside sources

Continuously monitors HR policies, programs, and practices, ensuring they remain current and compliant, and informing management of new developments

Leads the development ofdepartment goals, objectives, and systems and e stablishes metricsthat support the accomplishment of theAssociation's strategic goals.

Develops and administers programs, procedures, and guidelines whichalign theworkforce with the strategic goalsof the Association

Serves as a member of Cabinet, ACSA’s leadership team

Directs the setup, functionality and maintenance of the Association’s HRIS system, including time and attendance, benefits administration, onboarding, compensation, performance management, payroll processing and reporting functions

Reviews and approves ACA compliance and annual tax reporting

Maintains relevant professional and technical knowledge by most effective means, which may include attending educational workshops, reviewing professional publications, establishing personal networks, and/or participating in professional societies

Performs other related duties as assigned

Training and Development Develops needs analysis and makes recommendations and facilitates the delivery of onboarding, professional development programs and leadership training

Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports

Leads the implementation of theperformance management system including periodic evaluations and employee development programs

Employee Life Cycle Establishes processes and leads recruitment activities for regular and temporary positions, including collaborating on updating position descriptions, posting job openings, applicant screening, preparing interview questions in consultation with appropriate supervisor, participating in and coordinating interviews, and conducting reference checks

Develops procedures for onboarding to newly hired employees including facilitating new hire paperwork, providing overview of employee manual, benefit programs, and policies and procedures. Develops training on employee portals for time keeping, employee data and group benefit and 401(k) enrollment

Oversees the delivery and record keeping of staff AB 1825 harassment training

Oversees and handles logistics for employee terminations to ensure accordance with applicable laws, regulations and best practices

Employee Relations Formulates and recommends HR policies and objectives for the company with regard to employee relations.

Partners with management to communicate HR policies, procedures, programs and laws

Determines and recommends employee relations practices necessary to establish positive employer-employee relationships and promote a high level ofemployee moraleand motivation

Conducts investigations when employee complaints or concerns are brought forth

Monitors and advises managers and supervisors on employee discipline as needed, including working with managers on performance improvement processes for non-performing employees and reviewing and addresses employee responses as needed

Reviews, guides, and approves management recommendations foremployment terminations

Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data

Leads employee appreciation and recognition programs to acknowledge key personal and professional milestones

Compensation and Benefits Establishes the company wage and salary structure,pay policies, and provides guidance on variable paysystems within the company including bonuses and raises

Leads competitive market research to establish pay practices and structures to maintain competitive market advantage

Monitors all pay practices and systems for effectiveness, compliance and cost containment

Directs employee benefit design and administration including preparation of materials, employee education, enrollment procedures, compliance and reporting, as well as benefit invoice reconciliation.

May prepare personnel, group benefit, and retirement plan reports in compliance with applicable legal requirements and with appropriate entity

Employment Law and Compliance Ensures employee files are complete and maintained in compliance with current legal requirements

Leads company compliance with all federal, state and local employment laws, including adhering to government reporting requirements related to the Equal Employment Opportunity (EEO), theAmericans 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 any others.

Develops the Employee Handbook and ensures regular review and updates. Provides guidance on interpretation to staff.

Oversight of leaves of absence programs including FMLA, Workers Compensation and disability leave, as well as reasonable accommodation requests

Collaborates with facilities staff to ensure the workplace is safe and consistent with OSHA requirements, including violence prevention programs, safety training on ergonomics, and building evacuation drills are performed

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 privacy of employees and the company in accordance with Association HR policies and governmental laws and regulations

Organization Development Designs, directs and oversees organization development, addressing issues such assuccession planning, workforce development, keyemployee retention, organization design, andchange management

Manages employee communication and feedback through company meetings, employee surveys, and all-staff communications

Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction

Keeps the Executive Director informed of significant problems that may impact the Association in general as well as those that are not being adequately addressed by individual managers

MINIMUM QUALIFICATIONS

Knowledge of: California and federal employment laws and regulations

Group benefit and retirement plan design and administration

Recruiting and effective interviewing techniques

Leave of absence administration and reasonable accommodation

Intermediate to advanced proficiency in Microsoft Office Suite (Word, Excel, Outlook), Internet-based software, databases and HR Information Systems

Ability to: Demonstrate diplomacy, tact and confidentiality while interacting with all levels within and outside of the organization.

Work effectively as a member of a team

Use good judgment to assess a situation by weighing variables and gathering relevant facts

Multi-task, meet deadlines with a focus on organization and attention to detail as well as a methodical and logical approach

Communicate professionally and articulately, both verbally and in writing, on complex and/or sensitive matters

Experience: Ten+ years of progressive leadership experience in Human Resources

Training/Education: Bachelor’s degree in Human Resources or related field

SPHR-CA and/or SHRM CP certification preferred

We reasonably anticipate the starting annual salary range for this role to be $157,500 to $165,000.

#J-18808-Ljbffr