Director of Human Resources

at  Reed Family Companies

QUALIFICATIONS:

• Results and people oriented but have sound judgment—ability to balance other business considerations. Service oriented, but assertive/persuasive.
• The ability to gain the respect and confidence of management by demonstrating integrity, intelligence, maturity, confidence, presence, technical expertise, and a strong work ethic.
• Must possess the ability to prioritize and handle multiple projects utilizing organizational skills and communications skills.
• Experience leveraging social media sites (e.g. LinkedIn) and job boards (e.g. Jobvite, Indeed) in promoting, identifying and recruiting suitable candidates.
• Must be capable of functioning under fast pace stressful working conditions.
• Effective oral and written communication skills at a level commensurate with the position. Strong verbal and written communication skills.
• Provide leadership in strengthening internal communications with staff at all levels throughout the organization; create and promote a positive and supportive work environment.
• Interpersonal skills necessary to interact effectively with individuals at all levels of the firm.
• Participative management style—advocate of team concept.EDUCATION AND/OR WORK EXPERIENCE:
• Bachelor’s degree from a four-year college or university. MBA preferred.
• At least ten (10) years’ experience with a major corporation, where the Human Resource function is a strategic “Business Partner”.
• Experience with an employee base of at least 500 – 1000 employees in union and non-union work environments.
• Ability to solve practical problems and deal with a variety of variables in situations where only limited standardization exists.
• Must be able to organize time schedule and simultaneous projects.

• Develops and leads workforce development and recruiting strategies that allow the Reed Family Companies (RFC) to be a premier employer of choice.
• Determines and implements employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and retention. Continuous improvement of the five elements of RFC’s employee engagement strategy.
• Further improves and executes in-house training programs to develop RFC’s work force by leveraging existing programs such as Managing Oneself; Empowering Others as well as Reed Interactive University.
• Identifies legal requirements and government reporting regulations affecting Human Resources function (e.g., OSHA, EEOC, FMLA/CFRA, ERISA, DOL/Wage & Hour, etc.). Acts as primary contact with labor counsel and applicable government agencies.
• Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.
• Implementation of the Company’s HRIS systems and related HR software applications.
• Directs a process of organizational planning that evaluates structure, job design, and workforce forecasting throughout the company including expertise in organizational effectiveness.
• Conducts a continuing study of all Human Resources policies, programs, and practices to keep top management informed of new developments.
• Directs the preparation and maintenance of such reports as are necessary to carry out functions of department. Prepares periodic reports to top management, as necessary or requested.
• Keeps executive management informed of significant problems that jeopardize the achievement of objectives, and those which are not being addressed adequately at the line management level.
• Serves as a resource company-wide and specifically to off-site personnel in the resolution of Employee Relations matters by providing advice and counseling, conducting investigations of Employee Relations matters, mediating disputes between employees, or employees and management and handling with minimal supervision the employee relations case load.
• Expected and accountable to maintain a positive work atmosphere by acting and communicating appropriately with customers, vendors, co-workers, and management.
• Develops staff to grow skills and expertise.
• This role Supervises Six HR positions.
• Other duties as assigned.