Director of Human Resources #2081

**We have a current opening on our team for a Director of Human Resources** 

Job Title: Director of Human Resources

Job Type: Exempt, Salaried, Non-Bargaining Unit, Confidential Management – Location: Santa Barbara or Oxnard

Job Summary:

The Director of Human Resources is a member of the Senior Leadership Team and performs all aspects of work in a person-centered manner. The position reports to the Executive Director. This position is accountable for developing, coordinating and managing all services provided by HR team members, including but not limited to personnel policy/procedure administration, labor/union relations, labor law, compensation administration, performance management, employment and recruitment, benefits, safety/risk management, employee relations including recognition and disciplinary action, wellness programs, worker’s compensation and unemployment. The primary goal of this position is to achieve optimum utilization of human resources to establish and maintain a positive and productive work environment.

The Director leads a team of colleagues including the Manager of Payroll and Benefits, Lead Payroll Associate, Emergency Response Coordinator, HR Associate/Generalist, HR Associate/Lead Recruiter, HR Associate/Recruiter, Payroll Associate, Benefits Specialist and HR Administrative Assistant.

Primary Functions:

1. • (These are examples of the types of duties that may be performed. Additional duties may be added as necessary.)
     1. Plans and directs HR Department operations through proper delegation of duties and effective supervision. Responsible for HR Department goals.
     2. Composes and revises Personnel Policy & Procedure Manual in accordance with the organization’s goals and objectives and constantly changing labor laws and insures consistent administration and interpretation throughout organization.
     3. Provides legal guidance to management in labor relation areas. Represents the organization at labor-related legal hearings, and is the Organization’s primary liaison with the union for contract negotiations and grievances.
     4. Advises management regarding compliance with State and Federal laws dealing with employee/employer relations.
     5. Communicates effectively within all levels of the organization, Board members and external stakeholders.
     6. Act as a liaison between employees and management. Advises and/or arbitrates on terminations and serious disciplinary Make recommendations to management based on researched information. Assist in disciplinary documentation review and edit.
     7. Assist in the thorough documentation and review of disciplinary documentation. Ensures consistency with labor law and the union contract as well as past-precedence involving progressive disciplinary action.
     8. Represent Organization to community groups such as: Human Resource Association, SHRM, PIRA, and the CA Chamber of Commerce.
     9. Develops, maintains and revises the Organization’s compensation plan including maintaining market competitive pay ranges and the pay for performance
     10. Design and monitor Organization Performance Development Process including the development and maintenance of competency models and job descriptions.
     11. Oversee employee orientations training materials and approval of various individual training seminars.
     12. Develop and administer cost effective employee benefits with the assistance of the Manager of Payroll and Ensure that benefits conform to appropriate laws and guidelines and remain competitive with the market.
     13. Oversee employment/recruitment programs to ensure high quality staff, diversity, and compliance with state staffing ratios.
     14. Develop, maintains and revises the organization’s position classification plan; coordinates revision of position descriptions, competency models, and pay
     15. Support Safety/Risk Management Program for the Organization. Works with the Emergency Response Coordinator and Facilities Assistant Director to coordinate compliance with all State and Federally mandated Safety and Risk Management Programs such as the Injury and Illness Prevention Participate in emergency response, including staff communications.
     16. Oversee all workers’ compensation and unemployment claims management to confirm this area is handled legally and promptly.
     17. Manage HR department
     18. Maintain relationships with other Regional Center Human Resources Directors including participation in HR Director meetings and information sharing.
     19. Plan and analyze annual, third-party studies and audits to evaluate TCRC programs and services.
     20. Engage, as needed, in investigations including the use of legal counsel when
     21. Respond to whistleblower claims with participation of input from needed.
     22. Perform other duties as assigned and at times in emergency situations

     Education, Experience, Knowledge, Skills and Ability:

• Thorough knowledge of Human Resources Management, including but not limited to CA employment law, labor relations, compensation, benefits and best practices in the field. A related BA or BS degree plus six years of progressively responsible experience in Human Resources Management is required. Masters degree preferred.
• SPHR/PHR certification
• Well-rounded management skills in planning, organizing, directing, staffing, controlling, verbal and written communications, interviewing, counseling, arbitrating, negotiating and motivating.
• Ability to collect and analyze data, and to develop and implement programs. Uses good judgement in interpreting and administering policies and Ability to work with all levels of staff and outside groups, work under pressure, meet deadlines, set and shift priorities.
• Strong ability to communicate confidentially, effectively and professionally both verbally and in writing and to interact with all individuals within the course of business operations. This includes individuals such as employees, Directors, union representatives, Board members, attorneys, and members of the community.
• Proficient in using HR software systems and in managing databases and reports.

Impact/Scope:

• Ensures that all Organization policies/ procedures conform to State and Federal wage and hour laws, leave laws, ADA, OSHA, EEOC, FEHPC guidelines, unemployment and workers’ compensation regulations. Represents the Organization during legal proceedings and hearings.
• Recognizes policies, procedures, programs and efficiency of the Human Resources Department have an effect on morale, manpower costs, productivity and
• Interacts with outside groups as a representative of the Acts as a liaison between employees, the Union, and management.

Physical Requirements: