Director of Human Resources

The Director of Human Resources oversees the overall strategic direction, planning, coordination,
administration and evaluation of the human resources department. The director is responsible for developing and ensuring effective implementation of plans, systems, policies and processes for workforce planning, talent acquisition, talent management and development, employee engagement, legal compliance and recordkeeping, employee relations, and total rewards (compensation and benefits). In addition, the position works collaboratively with various departments in risk management contracts and various insurances. Reporting to the COO, the position partners with various members of the management team.


· Development of the HR team staff in administration of the various HR tasks, focusing on Servant Leadership in dealings with employees, Individuals, vendors, Board members
· Compensation design: ensure compensation practices are carried out in a non-discriminatory manner, including annual increases, design of recruitment/retention incentives, compensation for special assignments, recruitment/retention incentives for the workforce. Partner with payroll Coordinator to ensure policy changes comply with legal requirements.
· Employee Benefits – Monitor industry trends, recommending changes, managing contracts/securing annual renewals or seeking bids from vendors, annual open enrollment process; completing and filing of IRS 5500 reports, Summary Plan documents, Summary Annual reports in accordance w/plan TPA’s; employee communications.
· Provides collaboration in the oversight of Employee Safety, Workers Compensation claims, and OSHA compliance.
· Provides oversight of Workers Compensation claims management; liaison with workers comp carrier (Eastern Alliance) and broker (McKonkey)
· Recruitment, Retention & Recognition activities; employee engagement survey administration, follow up action plan communication, development, and monitoring.
· Positive Employee Relations - Resolving of conflicts, ensuring fair & consistent processes for disciplinary actions and appeals.
· Legal/Protecting the Agency from Potential Liability – Ensuring agency compliance w/EEO law, development & monitoring of Affirmative Action Plan, investigating & resolving complaints, responding to PA HRC/EEOC complaints & coordinating the agency’s defense
· Plan Administrator for the 403b and 401k retirement plans; completes and files of all IRS 5500 reports, Summary Plan documents, Summary Annual reports in accordance w/plan TPA’s. Primary contact for annual 403b audit.
· Agency and HR policy development and amendments; Employee Handbook revisions subject to approval Executive team and/or Board of Directors
· Talent Management – Development of onboarding plans; development, training/rollout and oversight of probationary and annual performance appraisal process; development of personal improvement plans; partner with Leadership team to develop staff in current and potential future positions.
· Special projects including organizational redesign and restructuring, onboarding of technology features within the HR/Payroll Criterion system and EnKompass Benchmarking systems for process streamlining
· Practice HR strategic management through monitoring of HR trends, analyzing internal HR statistical reports, recommendations by insurance brokers and recommend changes to the Executive team
· Develops Communication Plans for Agency HR & organizational changes
· Oversight of compliance monitoring to include new hire background checks for ODP, Provider
Qualifications for licensing, motor vehicle annual checks for loss control.
· Participates in internal and external committee meetings as assigned.
· Perform other duties and special assignments at the direction of the COO


Exempt position – 40+ hours; flexibility required for attendance at Agency and Community events during evening hours


Chief Operating Officer


Benefits Coordinator

Talent Management Coordinator

HR Coordinator


Education & Experience
· Associate's or Bachelor’s degree from an accredited college or university in Human Resources, Psychology, Business Management or related field with 3-4 years HR management experience.
· Demonstrated proficiency in strategic HR management related to compensation, benefits, employee relations, communications, legal aspects of HR management, talent management, process streamlining, organizational re-design, safety and health.
· Additional Preferred Qualifications – SHRM Senior Certified Professional (SHRM-CP)

Skills required:
· Excellent organization and time management skills with attention to accuracy and meeting deadlines in a fast-paced environment
· Excellent interpersonal skills, including collaboration, coaching, conflict resolution, customer service.
· Superior written and verbal communication skills
· Strong analytical and problem-solving skills.
· Proficiency working with and generating reports from HR/Payroll System software (Criterion) and Benchmarking technology (EnKompass) for process streamlining and HR benchmarking; proficiency with Microsoft software applications (WORD, EXCEL, POWERPOINT), Microsoft Outlook
· Ability to acquire a thorough understanding of the agency’s hierarchy, jobs, qualifications, compensation practices, policies and procedures.
· Outstanding judgement, sensitivity, and high discretion
· Ability to comprehend, interpret and apply the appropriate sections of applicable laws, regulations and policies.
· Act as an appropriate role model and present an acceptable appearance and image when representing the agency.
· Must possess a current, valid driver’s license from state of residency, and possess a personal vehicle for travel to other work sites. Must be insurable under Hope’s insurance carrier

Physical requirements:
· Prolonged periods sitting at a desk and working on a computer.
· Must be able to lift 20 pounds at a time.