Scope of Responsibilities:
Development of the Human Resources Department
• Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.
• Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff.
• Develops and monitors an annual budget that includes Human Resources services, employee recognition, and administration.
• Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.
• Leads the development of department goals, objectives, and systems.
• Establishes departmental measurements that support the accomplishment of the company's strategic goals.
• Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
• Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
• Participates in executive, management, and company staff meetings and attends other meetings and seminars.
Human Resources Information Systems HRIS
• Manages the development and maintenance of the Human Resources sections of both the Internet, particularly recruiting, culture, and company information; and Intranet sites.
• Utilizes HRMS software to the company's advantage.
• Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
• Interviews management- and executive-level candidates; serves as an interviewer for position finalists.
• Chairs any employee selection committees or meetings.
• Formulates and recommends Human Resources policies and objectives for the company with regards to employee relations.
• Partners with management to communicate Human Resources policies, procedures, programs and laws.
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Conducts investigations when employee complaints or concerns are brought forth.
• Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.
• Reviews, guides, and approves management recommendations for employment terminations.
• Leads the implementation of company safety and health programs
• Reviews employee appeals through the company complaint procedure.
• Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises.
• Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
• Monitors all pay practices and systems for effectiveness and cost containment.
• Leads participation in at least one salary survey per year.
• Obtains cost-effective, employee serving benefits; monitors national benefits environment for options and cost savings.
• Leads the development of benefit orientations and other benefit training.
• Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
• Leads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits.
• Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact representing as employment law attorney and outside government agencies.
• Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations for EAMER region.
• Designs and directs and manages a company-wide process of organization development that addresses issues such as successionplanning, superior workforce development, key employee retention, organization design, and change management.
• Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
• Directs a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management.
• Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
• Leads a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization.
• Keeps the VP- Corporate Affairs and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level