The Director of Human Resources guides and manages the overall Human Resources operations of the Association. These responsibilities include recruiting, orienting, training, coaching, and disciplining staff; planning, monitoring, and reviewing staff job contributions; maintaining compensation plans; determines strategies for improving skills and service of staff; reinforces cultural values and increases staff retention; maintains compliance with appropriate laws and regulations.
PRINCIPAL DUTIES AND RESPONSIBILITIES
Majority of duties performed, but not meant to be all-inclusive or prevent other duties from being assigned as necessary. Non-essential functions identified with an asterisk ‘*’
Essential Job Functions:
1. Leads the daily Association Human Resources functions:
a. Provides oversight to leadership team and managers for coaching, counseling, and guiding staff to achieve outcomes through continuous education and learning, with particular attention paid to practices of social inclusion for various underrepresented populations
b. Oversees staff training to ensure organization staff receive initial and ongoing training to optimally provide services that assist clients in achieving goals, are person centered, emphasize safety and risk management, and promote the culture of the organization
c. Communicates with supervisors and employees effectively; updates Association’s database; conducts regular supervision meetings as needed to provide coaching, counseling, and, if needed, corrective or disciplinary action to staff
d. Evaluates human resource department processes, measuring outcomes to ensure desired results, such as by implementing exit interview strategy to help reduce rate of employee turnover
e. Oversees the recruitment process to include job design, diverse recruitment strategies, onboarding, training, retention, and growth
2. Implements visionary change within the department and throughout Mental Health Association Oklahoma as it relates to HR
a. Provides guidance related to human capital by analyzing short and long term business objectives and consumer needs; developing, communicating, building support for, and implementing business strategies, plans, and practices
b. Make visionary improvements to existing Association-wide human resource policies and processes for compliance with legal, regulatory, accreditation and/or certification standards; evaluates policies and procedure on an annual basis thereafter; and is responsible for maintaining and reporting such compliance functions on a regular basis
c. Analyzes wage and salary reports and data to determine competitive employee compensation, benefit, and bonus and award plans; supports these plans administratively
3. Ensures compliance and mitigates risk:
a. Analyzes and mitigates risk to the organization as it relates to human resources (i.e. compliance, regulatory changes and requirements, best practice) by proactively monitoring internal and external risks to the company
b. Supports management by providing human resources advice, counsel, and guidance on issues related to staff, labor laws, compliance, and other regulatory requirements
c. Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; and participating in professional organizations such as TAHRA, an affiliate of SHRM.
d. Complies with federal, state, and local requirements by studying existing and new laws and regulation; anticipates new laws and regulations; enforces adherence to requirements; advising management on needed actions
4. Supervises the Human Resources Department Staff:
a. Oversees staff with responsibilities for search, recruitment, requisition, and hiring process; employee training and coaching; employee lifecycle management; database management; and payroll and benefits administration
b. Completes staff initial and annual performance evaluations with focus on ensuring staff have appropriate tools and trainings to best serve clients
c. Ensures all staff are compliant with documentation and training implementing appropriate coaching and disciplinary actions
d. Cultivates a culture where staff members respect and adhere to the Association’s standards of integrity, cultural competence, social inclusion, and ethics by integrating these values into all programs and practices
KNOWLEDGE, SKILLS and ABILITIES:
Minimum education, experience, technical and communication skill levels and licenses/certificates normally required to perform the duties of this position
A bachelor’s degree and five years of human resource experience, or nine years of experience in the HR field or any other relevant equivalent combination of education and experience.
Experience in the Health and Human Service industry and/or Non-Profit sector
Experience with recruitment from entry to upper level management
Dynamic personality, works well with diverse populations, excellent customer service skills
Typical working conditions associated with this type of work and environmental hazards, if any, that may be encountered in performing the duties of this position.
The physical effort generally associated with this position.
Demonstrated ability to effectively communicate orally and in writing.
Physical ability to lift and/or move 25 pounds.
Visual and auditory ability to identify and respond to environmental and other hazards of the site and staff behavior.
Physical mobility and endurance to perform tasks while standing/walking for long periods of time (60 minutes or more).
Ability to safely and properly use office equipment.