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Human Resources Director

SPRINGFIELD-07081, NJ, US
06/17/2019

-

Required Skills

Microsoft Office

Company

Infinity Consulting Solutions, Inc

Experience

5 to 7 Year(s)

Job Description

We have a family owned retail business that’s looking to bring on a Human Resources Director to join their growing department.

The primary accountability is to provide Human Resource strategies, processes, and practices that align with and accelerate the Business objectives while ensuring compliance with current, applicable labor laws.

Working closely with the Director of Labor Relations to ensure compliance with collective bargaining agreements, this position is accountable for leading/oversight of the following functional areas: employment law compliance, training, leadership development, payroll, benefits, staffing, employee relations, performance management, policy implementation, affirmative action, workplace investigations, and compensation structures.

The HR Director must ensure the company’s HR function is aligned with external partnerships and also stay abreast of policies, practices and trends within the industry. Essential responsibilities include implementation of appropriate change management initiatives, and collaborating with leaders to build organizational capability.

Responsibilities:

1. Human Resources Management: The HR Director is responsible for planning and directing all aspects of the organization’s human resources policies, objectives, and initiatives.

To be the HR business partner to the Company.

To be a "role up the sleeve leader of the daily and strategic activities of an HR department that supports a (primarily) affiliated retail workforce in four states.

To keep the Company legally compliant at all times with the gamut of federal and local employment laws that are constantly changing.

To develop "Best Practices for HR policies & benefits, talent management (including performance reviews, succession planning & career counseling), compensation and employee relations.

As a member of our management team, to be a supportive counselor and role model to the extended leadership team

Translate current and future business needs into an overall integrated strategic HR plan for the company

Develop staffing strategies and implementation plans and programs to identify talent within and outside the organization for key positions of responsibility.

May indirectly manage hiring, orientation and training, labor relations, compensation, benefits, and employee services.

Manages the budget and other financial measures of the HR department.

Design competitive compensation and benefits packages for non-union roles.

2. Build Organization Capability: Create and understand organizational capabilities, (competencies, communications, coordination, capacity management, change management, culture) then develop plans and processes to build/fill gaps in those capabilities

Foster team work, a culture of accountability, innovative resolution, and inclusion
Promote management practices which create a sustainably high performance company

Lead, measure, and facilitate the improvement of leadership and team effectiveness

May lead process improvement initiatives

May lead an organizational alignment assessment and diagnosis process

Provide and demonstrate change management leadership

3. Strategic Partner: Partner with senior leadership to develop and execute a People strategy that enables business strategy

Keep current on competitive trends and innovative practices in Retail Recruiting, HRIT, and Leadership Development

Stay ahead of compensation trends that are specific to the retail industry and partner with Finance and Operations to ensure an aligned roadmap for the company

Serve as a key People advisor to top leadership

May serve as project manager for strategic cross-functional projects

Minimum qualifications

Bachelor’s Degree in Human Resources, Organizational Psychology, Labor/Industrial
Relations, Business or a related field is required. Master’s Degree is a plus.

Minimum of 7 years’ progressive HR experience, preferably in a retail environment, of
which 5+ years is at the Manager or higher level.

Strong process and operational skills.

Technology competency Microsoft Office (Proficiency in Word, Excel, PowerPoint)

Emotional intelligence, compassion and common sense

Ability to Travel is required for this position.

Full-cycle talent acquisition (from sourcing to developing career paths)

Creative talent sourcing for "difficult to fill positions

Legal compliance with federal and state employment laws, e.g., FLSA, ERISA, FMLA, PFL,
ACA, Section 125 & 401K Plans, Workers’ Comp, Anti-Harassment

Benefits all welfare, defined contribution retirement plans and voluntary benefits

Policy development, rollout and administration

Employee relations: promoting the positive and resolving the challenging ones

AAP, EEO/Veterans/ADA compliance & government reporting