The Verland Foundation Inc. Hiring for Human Resources Director, Sewickley at Sewickley, Pennsylvania Full Time

Description:

Verland’s Vision is simple: “To lead the way in transformative care, for those who have complex needs, allowing all individuals the power to live a life of dignity and contribute to our society to the full extent of their abilities.” Verland is seeking to hiring our next dynamic HR Director.

The HR Director originates and leads Human Resources practices and objectives which provide an employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity, diversity, equity, inclusion, goal attainment and the recruitment and ongoing development of a sustained workforce. The HR Director reports to the President/CEO and serves on the Operations team.

The HR Director’s primary functions include the following, although not an all-inclusive list:

Development of the Human Resources Department

• Oversee the implementation of Human Resources programs through Human Resources staff. Monitor adherence to established standards and procedures. Identify opportunities for improvement and resolve any discrepancies.
• Provide overall leadership and guidance to the HR function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, compensation and benefits globally.
• Develop and monitor an annual budget that includes Human Resources services, employee recognition, and administration.
• Select and supervise Human Resources consultants, attorneys, training specialists, and coordinate Company use of insurance brokers, insurance carriers, pension administrators, and other outside sources.
• Work with the Executive Management team to establish a sound plan of management succession that corresponds to the strategy and objectives of the organization.
• Develop HR plans and strategies to support the achievement of the overall business operations and objectives.

Union Relations

• Negotiate and administer Collective Bargaining Agreements.
• Mediate grievance complaints and represent the organization at Arbitration Hearings.
• Establish regular and positive communication with Union representatives.
• Implement and monitor the discipline process for Union and non-Union employees.
• Lead a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization.
• Inform the President/CEO and Executive team of significant problems that may jeopardize the achievement of organizational goals and those that are not being addressed adequately at the line management level.

Compensation

• Establish and monitor the Company wage and salary structure, pay policies, and oversee the variable pay systems within the Company including bonuses and raises.
• Lead competitive market research to establish pay practices and pay bands to enhance recruitment and retention of superior staff.

Benefits

• Develop and implement comprehensive benefit plans that are competitive and cost-effective.
• Recommend changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.

Legal

• Lead Company compliance with all existing governmental and labor legal and Government reporting requirements including any 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, Worker’s Compensation, the Occupational Safety and Health Administration (OSHA), etc.
• Direct the preparation of information requested or required for compliance with laws and approve all information submitted. Serve as the primary contact with the Company employment law attorney and outside government agencies.

Organizational Development

• Design, direct, and manage a Company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
• Manage employee communication and feedback through such avenues as company meetings, suggestion platforms, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
• Lead a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization.

Human Resources Information Systems

• Manage the development and maintenance of the Human Resources modules of both the Internet (particularly recruiting, culture, and company information) and Intranet sites.
• Partner with leaders to ensure that our employee touch systems are user-engaging and provide enhanced efficiencies to the overall administrative and operational support needs.

Training and Development

• Define all Human Resources training programs and designate the primary Human Resources staff and managers within those programs. Provide staff and managers necessary educational workshops and materials to include manuals, employee handbooks, and standardized reports.
• Oversee the implementation of the Performance Management System and Employee Development Programs.
• Establish an in-house employee training system that addresses Verland’s training needs including training needs assessment, new employee orientation or on-boarding, management development, cross-training, the measurement of training impact, and training transfer.

Employment

• Establish and lead the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
• Develop and implement tactical recruiting strategies for all positions.
• Assist leadership in staffing levels to meet regulatory requirements.

Benefits: Minimum of 24 hours worked and employees enjoy a comprehensive benefits package:

• Health (UPMC), Dental (Delta Dental) and Vision Insurances
• Healthcare Flexible Spending Account (HSA)
• Dependent Care Flexible Spending Account
• 403B – Traditional and Roth with Company Match
• Tuition Reimbursement
• Competitive PTO Plan
• 11 Paid Holidays
• Up to an extra $2,080 a year in lieu of Health Insurance coverage

Requirements:Minimum Experience and Training

• Requires a bachelor’s degree in a related area (Human Resource Management, Business) from an accredited college or university. Master’s Degree preferred.
• A minimum of 10 years of HR experience, with at least 3 years of senior HR experience in either a corporate Human Resources department or as a manager handling the personnel function.
• Minimum of 7 years of experience in management with a proven track record of positive results.

Physical Requirements

The position requires most of its time sitting. This position requires the ability to lift and/or carry 50 pounds or less independently, or over 50 pounds with the assistance of one other. Requires driving, standing, walking, running, bending, stooping, and reaching. The ability to walk outdoors in inclement weather to administer nursing care. Ability to see, hear, speak, and write.

Up to 2 weeks paid training provided by Verland, to educate new hires on daily living skills, social engagement, personal hygiene skills, along with each individual’s support plan/ personal development goals that are essential to improve the daily lives of the individuals that we serve. Completion of training is required at the start of employment.

Verland Family Values:Commitment to Community Compassionate Care Dedication to Employees Trust through Transparency Welcoming Diversity
To learn more about our Mission, Vision and Family Values check out our website at Verland.org .

PIbde2d3d6292f-1314