Corp Director Human Resources

at  Forefront Living

Position Description:
Forefront Living is seeking exceptional candidates for the Corporate Director Human Resources position.

POSITION SUMMARY:

Leads and directs the human resources strategy and administrative activities for the organization. Partners with the Executive Team on strategic human resources initiatives for the organization. Works with PEO (PEO) to deliver strategic HR support and to assist with Teammate relations and conflict resolution; maintaining and enforcing community policies and procedures; and ensuring compliance with federal and state employment laws.
Focus Areas
Recruitment and retention expertise Experience in and passion for developing and implementing recruitment and retention strategies, processes, and tools to attract and retain top talent.
Training and development Experience in and passion for developing employee training programs and implementing professional development opportunities for staff members; Create training program to identify internal talent and plan to develop their leadership
Talent Management Experience in developing a talent management process that provides employees with meaningful feedback in a simple and timely way.
Culture Development Collaborate with interdisciplinary team to develop culture that embodies Forefront Living’s values and strategic goals including but not limited to recognizing and rewarding excellence and celebrating wins.

EDUCATIONAL REQUIREMENTS AND EXPERIENCE:

Bachelors degree in human resources or related field required; PHR, SPHR and/or SHRM-SCP certification preferred.
Seven to ten years experience in employee relations or human resources.

KNOWLEDGE, SKILLS AND ATTRIBUTES:

Attributes
Servant Leader Models the way in a service attitude toward teammates and residents; inspires others to perform their best.
Strategic thinker Think big picture and develop HR strategies and initiatives that align with the overall goals and objectives of Forefront Living.
Emotional intelligence Exhibit high emotional intelligence and self-awareness to effectively manage relationships, navigate conflicts, and make informed decisions in a complex and dynamic environment.
Empower Delegate and empower community level HR teams whenever possible and provide appropriate support when needed.
Problem Solver - takes ownership in solving problems and takes the initiative to make things better, is friendly and courteous to residents, patients and co-workers
Skills
Conflict resolution Effectively resolve conflicts between employees, leaders, and departments in a fair and impartial manner.
Change management Ability to lead and manage change within the organization including and not limited to implementing new HR programs and initiatives.
Transformational leadership Ability to encourage and inspire employees to perform in ways that create meaningful change.
Communication - Excellent oral and written communication skills, interpersonal skills and computer literacy; ability to communicate with all levels of teammates; as well as the ability to present and speak effectively before groups or Teammates of organization
Management - Manages people effectively by taking responsibility for subordinates’ activities; Provides regular performance feedback; Develops subordinates’ skills and encourages growth; Improves processes, products and services.
Time Management Ability to manage many functions and projects concurrently, as well as establishing priorities and deadlines.
Relationships Excellent interpersonal skills with the ability to handle sensitive situations with compassion, respect, professionalism, and diplomacy.
Knowledge
Knowledge of training and development strategies and implementation of programs at the teammate and leadership level.
Knowledge of retention and engagement strategies and ability to effectively deploy at all levels of the organization.
Knowledge of principles and practices of Human Resources, including employment and labor laws and Human Resources techniques
Strong working knowledge of MS Office including Word, Excel, Outlook. Knowledge of variety of payroll and HRIS systems required
Knowledge of business principles and excellent command of the English language (read, write and speak)
Ability to maintain strict confidentiality
Ability to comply with the Resident Bill of Rights and the Employee Responsibilities
Ability to comply with organizational and departmental safety policies and procedures
Ability to work independently with little direction.

RESPONSIBILITIES:

Leads the development and execution of HR systems and strategies aligned with the Teammate life cycle that drive culture and employee engagement, and help the community achieve visionary outcomes by recruiting, hiring, and retaining top talent.
Works closely with Executive team to proactively identify human resource current and future needs and people strategies; Identifies processes and systems necessary to meet those needs.
Develop and deploy formal and informal recognition programs, and train management on delivery.
Oversees organization-wide talent acquisition and recruiting process and collaborates with HR Managers to update as necessary.
Manages relationship, leverages support, and works in conjunction with HR partners.
Collaborates with HR Team and PEO to develop and maintain core human resource programs such as handbooks, job descriptions, orientation, performance management systems, compensation evaluations, and leadership best practices.
Works with PEO and communities to pro-actively identify areas of legal exposure, and provides assistance and guidance, i.e. FLSA, Title VII, FMLA, etc.
Assists HR Team with escalated Teammate discipline and corrective action, hiring, promotion and discharge techniques to promote satisfactory Teammate relations in which to reduce the probability of future unjust discharge or discrimination claims.
Conducts annual HR and people needs analysis with communitys leadership team. Performs HR audit annually for communities to assess compliance and strategic needs.
Monitors and analyzes trends in turnover and other key employment metrics. Develops recommendations accordingly.
Along with PEO, consults on high-risk investigations related to allegations of harassment, discrimination, and retaliation.
Provides consultation and guidance on escalated employment matters.
Assists PEO with investigations and information-gathering regarding EPLI claims.
In coordination with PEO, leads development and execution of formal training programs, such as behavioral interviewing, harassment and leadership best practices.
Responsible for meeting company deadlines during annual performance management process. Assists with community and Teammate meetings as needed.
Analyzes external competitiveness of company benefits/practices.
Analyzes compensation strategy factoring internal equity and external competitiveness.
Reports HR data analytics to Executive team for effective business decisions.
Maintains proficiency in all industry trends and HR functions, including compliance and best practices through continuing professional development.
Collaborates with the Executive Team to ensure that organizational structure is meeting the business needs of the organization and develops a workforce plan for alignment.
Other duties, as assigned by the CEO

SUPERVISORY RESPONSIBILITIES:

Provides indirect supervision and guidance to the Human Resources Team in conjunction with the Executive Director at the respective Teams community.
Carries out supervisory responsibilities in accordance with the organization’s policies and applicable laws. Responsibilities include interviewing, hiring, and training; planning, assigning, and directing work; appraising performance; rewarding and disciplining.
Coach, mentor, and develop the Corporate HR Generalist and oversee their duties and responsibilities.