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Description
Are you often perceived as being impatient, even though you’ve actually thought out your actions? Are you an outgoing, socially oriented person who is energized by being with people? Do you prefer the wide open landscape of working on projects rather than the day-to-day chore of repetitive tasks? Are you comfortable with taking calculated risks? Are you self-sufficient and dislike delegation because no one could do it the way you want it to be done anyway? Are you process and people oriented with a knack for setting up systems which are able to effectively guide people and the course of action selected? Do you enjoy making personal contributions to solutions and goals that are larger than yourself?
If this sounds like you, then we need to talk…
Frazer, a leading builder of emergency medical vehicles, is currently seeking a Human Resources Director to join our team. The Human Resources Director at Frazer reports to the President, and collaborates with senior leadership to establish Frazer’s business goals and long-term strategies. The primary objective of the Human Resources Director position is to support Frazer’s business objectives through “people strategy” by leading every aspect of the people operations, including: HR operations, talent acquisition, onboarding, benefits administration, employee development and relations, performance management and unemployment/other claims. Currently, aggressive recruiting and employee retention is the top priority.
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What Does a Week in the Life of the* Human Resources Director Look Like?
1. HR Operations
- Drive an open and inclusive culture of results-oriented performance and positive employee relations.
- Manage an established and competent team of HR professionals (4 to 5 people) to ensure the effective and efficient execution of HR programs.
- Manage tight deadlines and multiple priorities, and effectively communicate progress on projects on a daily, weekly and quarterly basis.
- Use data and analytics to identify strengths and weaknesses in personnel management strategies to improve employee retention.
- Build credibility and collaborative relationships with managers and employees.
2. Talent Acquisition, Onboarding, and Employee Relations
- Collaborate with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention of employees.
- Proactively manage open job postings and recruiting efforts with a goal of filling open positions quickly while decreasing employee turnover.
- Oversee a new employee orientation and onboarding program that is comprehensive, and engaging to maximize productivity quickly.
- Use data and analytics to identify strengths and weaknesses in personnel management strategies to improve employee retention.
- Recommend and implement employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale, motivation, and engagement.
- Participate in the conduct of investigations when employee complaints or concerns are brought forth.
- Advise managers and supervisors about the steps in the progressive discipline system and counsel managers on employment issues.
- Conduct and analyze an Employee Engagement survey twice each year based on the Gallup 12 questions.
- Register for and participate in relevant 3rd party “Best Company” contests.
- Assist with the implementation of company safety and health programs to include posting OSHA-required data and filing reports as required.
3. Benefits Administration
- Monitor and recommend changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
- Oversee and facilitate benefits administration, to include the annual selection of benefit programs and employee pricing.
- Administer the open enrollment process once a year in April.
- Administer the 401(k) plan and complete yearly compliance reporting.
- Administer long term and short term disability claims.
4. Compensation
- Monitor and advise on the company wage and salary structure including compensation bands by position, raises, and market rate adjustments.
- Provide competitive market research and prepare pay studies to help establish compensation practices to recruit and retain superior staff.
5. Human Resources Information Systems (HRIS)
- Proactively leverage Human Resources systems to the fullest extent (currently UKG) to maximize productivity for both HR and employees.
- Ensure efficient and effective processes are maintained for employee information, payroll, benefits, reporting structures, positions and compensation, performance management, and regulatory compliance.
6. Employee development, corporate events, and workforce management
- Encourage input from team members and incorporate their feedback into creative projects such as company events.
- Balance labor productivity against cultural and organizational nuances while building credibility and collaborative relationships with managers and employees.
- Proactively manage organizational development strategies such as succession planning, workforce development, key employee retention, organization design, and change management.
- Contribute to the development of departmental goals, objectives, and systems in support of the company’s strategic goals.
- Develop and administer programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
- Oversee and facilitate regular compliance training for employees to include benefits, harassment, diversity, and other programs as necessary.
- Implement and monitor a performance management system that includes annual performance reviews, disciplinary documentation, and performance improvement plans.
- Facilitate “Life Skills” classes for employees offered either online and/or through external parties such as Financial Wellness, etc.
- Develop and assist managers with the selection and contracting of external training programs and consultants.
- Manage employee communication and feedback using creative approaches such as: company meetings, suggestion programs, newsletters, employee focus groups, one-on-one meetings.
7. Employment Law and Regulations
- Ensure compliance with all existing governmental reporting and labor laws related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor (DOL), and Families First Coronavirus Response Act (FFCRA) to lawsuits.
- Respond to and administer unemployment claims from terminated employees. Coach managers and supervisors on best practices for unemployment claims exposure mitigation.
- Protect the interests of employees and the company in accordance with Human Resources policies and governmental laws and regulations.
Secondary Functions:
- Remain customer focused at all times: both internally and externally. Develop a deep understanding of the Frazer products and service offerings.
- Leverage best practices to keep HR Policies and Procedures current.
- Actively live out Frazer Core Values while working with Frazer employees, vendors, and customers to help achieve team, department, and corporate goals .
- Learn and reinforce safe and proper work procedures while actively following Frazer Safety programs and other policies outlined in the Employee Handbook. Revise Employee handbook annually.
- Monitor and maintain the status of all company related permits and licenses.
- Develop, monitor, and manage an annual budget for Human Resources services, office supplies, employee recognition, training programs, and employee benefits.
Required Education and Experience:
- BBA Human Resource or related business field.
- 10 years minimum experience in Human Resources with 3 years as an HR Manager level employee with experience managing an HR team of 2 or more.
- PHR or SPHR SHRM Certification.
- Comprehensive understanding of local, state and federal employment laws; exceptional interpersonal communication and relationship-building skills.
- HRIS systems knowledge and experience required.
Preferred Education and Experience:
- Ultimate Kronos Group (UKG) experience preferred.
- Excellent computer skills.
- Working knowledge of Google Suite.
What’s it like to be a part of the Frazer Family?
Frazer is a fast-paced company that is creating some of the most innovative vehicles in the world. You’ll find a unique team of individuals who continue to push the boundaries of what is possible in the Healthcare and EMS space. A diverse team, a great culture, and a positive work environment are just some of the things that make working at Frazer so rewarding.
What Kind of Employees Thrive at Frazer?
Frazer is a company with a diverse group of employees from all over the world. Frazer welcomes employees with all types of backgrounds, cultural and socio-economic backgrounds. If you are hard working, honest and drug-free, you will love working at Frazer.
Safety & Drug Policy
Employee health and safety is a priority here at Frazer. We’re committed to providing a safe, secure and productive environment for our Frazer family.
To help with this, we perform thorough background checks during the hiring process for all candidates. Convictions will not disqualify you from employment at Frazer, but failure to tell us about it up front will. Also, Frazer has a zero tolerance drug use policy and you must pass a pre-employment drug screen. If you can’t pass it, we’re not the place for you.
A True Culture
Frazer is a company that relies on its core values and the drive of its people. With a focus on longevity and employee success, Frazer welcomes its employees to push the envelope and drive improvement across all aspects of the company. At Frazer, you can unleash your potential!
Employee Driven Benefits
At Frazer, we take pride in listening to what our employees want in benefits. With our “What You Want” committee, we’ve come up with a unique set of employee benefits and designed them around our culture.
- Weekly paycheck, so you can shop every Friday!
- Health Care Insurance (100% paid for by the company for all employees)
- Dental Benefit options
- 401k plan with a company match!
- Disability Insurance
- Paid Time Off that begins accruing your first day of employment
- Eight paid company holidays and the ability to take time off during company shut down from Christmas to New Year’s Day!
- The “Company Kitchen” on site for lunch and snack choices
- Flexible Work Schedules
- Professional development and skills training
- Free Life Skills Training such as financial wellness classes
How Performance is Evaluated
Communication and collaboration are key at Frazer and we encourage an environment filled with positive feedback and constructive criticism, to unleash your potential for real professional growth! We use things like self-evaluations, group reviews, and quarterly check-ins to help define a clear path to success. You will also have an opportunity to give feedback to peers to help them to grow in their roles as well.
Skills (to Pay the Bills)
Here’s a list of a few competencies that the Human Resources Director at Frazer should have…
- Proactive, assertive, take charge person.
- Team leader with ability to think ahead and attain long range team goals.
- Project oriented with ability to thrive in faced paced environments.
- Conservative risk taker who can make well thought out decisions.
Software Knowledge
Also, here are a few software packages that the Human Resources Director would eventually need to be versed in. Don’t worry . . . we expect some on-the-job training.
- Google G-Suite (Gmail, Documents, Drive, Spreadsheets, etc.)
- Ultimate Kronos Group/UKG (HRIS)
Oh, and $alary
Of course, we didn’t forget the salary… Frazer offers competitive pay and this role will start with a salary between $110,000 to $140,000 annually depending on education, certifications, and experience.
Work Schedule
The Human Resources Director will work Monday to Thursday 7:00 AM-4:30 PM and Friday 7:00 AM – 11:00 AM. Frazer currently runs two shifts, Monday through Friday with overtime on weekend work as needed. Late afternoon/evening/weekend hours may be required as needed. Work schedules may change to accommodate production needs.
Application Process
If this sounds like a great opportunity to you, visit our website to complete the following steps:
- Online application
- Resume and optional cover letter
- Culture Index Survey – as part of our process, please take this short survey (5-12 minutes to complete) on a computer, tablet, or laptop NOT a smart phone. It does not always function properly on smart phones and is difficult to see. Also, please take the survey in your native/first language (there are multiple choices besides English in the drop down menu if needed).
Culture Index Survey Link
Thanks again for your interest in Frazer. Should your skills and qualifications meet those of the position, we will contact you further. Please check your email for further application status updates.
We look forward to hearing from you!
Location: 7227 RAMPART ST, Houston, TX 77081
Job Type: Full-time
Posted on :
Sat, 21 Aug 2021 09:44:07 GMT
