Director of Human Resources at Election Systems & Software

Omaha, Nebraska, United States -

Full Time

Start Date

Immediate

Expiry Date

29 Apr, 26

Salary

0.0

Posted On

29 Jan, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Human Resources, Employee Relations, Compensation, Performance Management, Training, Equal Employment Opportunity, Leadership, Communication, Problem-Solving, Presentation Skills, Confidentiality, Policy Development, Budget Management, Employee Engagement, Strategic Planning, Market Analysis

Industry

IT Services and IT Consulting

Description

Description We support democracy. Our vision at Election Systems & Software (ES&S) is simple and unwavering — we provide products and services of exceptional quality and value to maintain voter confidence and enhance the voting experience. We accomplish this through continuous investments in research and development, resulting in regular product updates and security enhancements for each voting system we design, build, sell, and support. Join the ES&S team where we are crafting the future of voting in the United States! As part of our team, you will provide solutions that meet the industry’s ever-evolving needs. Our people apply their innovative perspective to challenges big and small, and ES&S provides the resources to make our employees’ vision a reality. Summary/Objective: Oversees the design, implementation, and administration of comprehensive human resources programs, including employee relations, benefits, compensation, performance management, training, and equal employment opportunity. Serves as a key advisor to leaders and employees, guiding HR policies and practices to ensure alignment with organizational goals and support a consistent, high-quality employee experience. Essential Duties and Responsibilities: Plan, develop, organize, implement, direct and evaluate the organization's human resource function and performance. Participate in the development of the corporation's plans and programs as a strategic partner but particularly from the perspective of the impact on people. Translate the strategic and tactical business plans into HR operational plans. Oversees the design and administration of a comprehensive compensation program that ensures internal equity and external competitiveness. Leads and participates in market analyses and wage surveys to evaluate labor trends and maintain competitive pay practices. Ensures the performance management process is executed and documented in alignment with company guidelines. Provides coaching to managers and supervisors on performance expectations, goal setting, corrective action, and termination procedures. Oversees all aspects of employee separations, including preparation of required documentation and coordination of security protocols. Conducts exit interviews, analyzes trends, and recommends strategies to reduce turnover and absenteeism. Directs the development and maintenance of position descriptions. Leads job evaluation and grading processes to ensure roles are accurately classified and aligned with established compensation structures. Establish credibility throughout the organization with management and the employees as an effective listener and problem solver of people issues. Develop / Enforce appropriate policies and programs for effective management of areas such as, but not limited to, employee relations, affirmative action, sexual harassment, employee complaints, external education and career development. Maintain knowledge of HR policies, programs, laws and issues. Understand the differences of domestic and international policies and programs and coordinate the integration of all such programs. Provide technical advice and knowledge to others within, and outside of, the human resources discipline. Manage the budget and other financial metrics of the Human Resources Department. Evaluation of the human resource division for continual improvement of the efficiency and effectiveness of the group as well as providing individuals with professional and personal growth. Lead the execution of the company’s employee engagement strategy and recognition programs to cultivate a high-performance culture. Education: Bachelor's degree in Human Resources, Business Administration, or related field (OR significant years of HR experience in related areas) 5+ years of progressive HR experience, with demonstrated leadership in benefits, compensation, compliance, and engagement. Experience: Strong knowledge of HR policies and best practices. Proven ability to develop and implement successful HR strategies. Excellent leadership, communication, problem-solving, and presentation skills. Ability to handle confidential information with integrity and discretion. Supervisory Responsibilities: This position supervises the HR and Payroll department Work Environment: This job operates in a professional office environment. Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to stand; walk; hands to finger, handle or feel; and reach with hands and arms. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus. (Very specific implications with respect to the American with Disabilities Act (ADA). Travel: Minimal Travel (less than 25%) Security: Required to consistently demonstrate adherence to all security requirements and accepted practices as contained in the current ES&S Security Policy. Incumbents must proactively read, comprehend and adhere to all ES&S security policies, practices and procedures regarding the safety and safekeeping of co-workers, products, services and other intellectual property as defined in the ES&S New Business and Non-disclosure, or Proprietary matters, Confidential matters and Non-Competition agreements, and the current ES&S Security Policy Manual. EEO Statement: In order to provide equal employment and advancement opportunities to all individuals, employment decisions at ES&S will be based on merit, qualifications, and abilities. ES&S does not discriminate in employment opportunities or practices on the basis of race, creed, color, religion, sex, sexual orientation, national origin, citizenship status, marital status, age, disability, genetic information, or because of past, current, or future military obligations or any other characteristics protected by law. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training. E-Verify: ES&S shall electronically verify the employment eligibility of their newly hired employees and shall submit a query to E-Verify for any newly-hired employee after completion of the I-9 process and no later than the end of the third business day after the employee’s actual start date.

Responsibilities

Oversees the design, implementation, and administration of comprehensive human resources programs. Serves as a key advisor to leaders and employees, guiding HR policies and practices to ensure alignment with organizational goals.